Lesson: Workplace Violence Program

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Lesson Objective

Workplace Violence Program

Lesson Plan

A Workplace Violence Program is a collection of procedures, policies, programs, and strategies designed to protect workplace employees from work-related violence, such as assault and sexual harassment, workplace bullying, and even workplace violence against employees who are protected under the Americans with Disabilities Act. In this article we'll look at the importance of workplace violence prevention.

When you are employed in a work place, you know that your co-workers may be there to do a variety of different jobs. They are not necessarily there to help you in any way, or even to be friendly. They are there to do a job and will not hesitate to use physical force, or physical power, on a co-worker that does not know the rules of the work place. This could include physical violence, such as an employee hitting another employee in the head, or it could include emotional or verbal abuse, such as an employee berating another co-worker with a derogatory remark, name calling, or general bad behavior.

The first step to creating a workplace Violence Prevention program is to make sure your company has a policy for employees dealing with others in the workplace who may be abusive. If you have a special policy for employees who are abused by co-workers, you may want to discuss that policy with all of your employees.

The second step to creating a program is to create a training program for each employee that has the ability to be abusive in the workplace. You may decide to create a specific anti-verbal training program, or an anti-abuse training program that provides information and tools that can be used to address the problem effectively.

The third step to creating a program is to develop an anti-abuse program that is specific to your company's specific needs. Different companies have different needs and requirements when it comes to abuse, so you may want to review your current program and adjust it to fit your specific needs. For example, if your company does not tolerate sexual abuse, you may want to modify your current program to focus more on providing information and tools to help employees recognize and stop unwanted relationships between co-workers.

The fourth step to creating a program is to implement the anti-abuse program and other information and tools throughout your workplace. You can teach employees in your workplace about how to recognize abusive relationships and how to report them.

You may also want to implement specific steps that employees should take if they believe that they are being abused. This can include warning signs, calling the police, reporting it to the company's Human Resources department, informing your supervisor, reporting to law enforcement, reporting to the local authorities, calling your employer's attorneys, and/or reporting to the Equal Employment Opportunity Commission. You can also provide your employees with forms that can be used to document their complaints about abusive situations.

Once your workplace Violence Program has been established, you will also need to train each employee about the work-place violence and how it affects them. You may decide to include an online course, or a hands-on training.

Depending on the nature of the specific anti-abuse steps that you have implemented, it may be difficult to find out how many employees are experiencing these problems. In order to determine this, you will need to collect detailed information about each of your employees in your workplace. Be sure to keep track of this information in case you need to use it to implement another anti-abuse program down the road.

As you begin your data collection process, you may also want to ask your employees for feedback. You will want to hear from each employee at least three times before determining whether or not you need to implement an anti-abuse program in your workplace.

The next step of data collection involves you analyzing your data to see how well you are tracking your employees. If you notice that the number of employees who are reporting abusive relationships is not as high as the numbers who are experiencing other types of abuse, you may want to evaluate your data collection process to make sure that you are collecting enough data to ensure that you are capturing as much information as possible. Also, you may want to create an optional data collection form for your employees so that you can collect this information at the employee's discretion.

Data collection is one of the most important parts of your workplace violence program. Without the right data, you cannot truly determine whether your workplace is properly implementing the anti-abuse program you have created.

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