National Association of Counties * Washington, DC / Vol. 30, No. 15 * August 10, 1998

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Coping with a Violent Incident in the Workplace?

Has there been a violent incident in your county government offices? Unfortunately, violence in the workplace is not nearly as unusual as it has been in the past. From the irate lover who storms on the job to finish an argument started the night before to the intrusion of a disgruntled former employee, these occurrences are becoming more common.

A county official can be the target, such as the shooting of Supervisor Mary Rose Wilcox in Maricopa County, Ariz.

Often they can be deadly, such as the assassination of the Superintendent of the Lee County, Fla. School system by a former employee.

Workplace violence does not always come from outside of the office however, since it can be a current employee who commits the violent act. There are generally hints that the employee is capable of a violent act long before any incidents occur.

As an employer, it is the county's responsibility to conduct background checks on potential employees and verify past criminal histories. Counties are also responsible as employers to respond to signs of pending violence and complaints lodged by employees.

In several recent court cases, counties have been held liable for violent acts of employees against coworkers even though some have occurred outside of the workplace. In each of these cases the county had performed an incomplete background check and had failed to respond to complaints about the behavior of the violent employee. Usually, a potentially violent employee commits several acts that can signal future behavior that may not be desirable in the workplace.

Hennepin and Ramsey counties in Minnesota have both adopted workplace violence policies. Hennepin County's policy specifically states that the county seeks to provide a safe and secure workplace environment for employees, clients, volunteers and citizens. It further states that violence or the threat of violence by or against any employee or others while in the workplace may subject the individual to criminal charges or sanctions.

Ramsey County's policy asserts that acts of violence are unacceptable whether by employees, supervisors, customers, clients or others. It also states that employees must have avenues of support that they can go to after suffering from an act of violence.

If your county is planning to write a workplace violence policy that addresses all areas of potential conflict, there are several items that must be included. Among them are:

• a good solid definition of what constitutes violence
• a good definition of where violent acts are prohibited by this ordinance and policy
• sound objectives and goals of the policy
• employees' responsibilities and accountabilities for personal conduct
• management and supervising responsibility for assessing situations
• a prompt and appropriate response plan to an act of violence
• development of an oversight committee to investigate incidents of violence.
• development of a support network for employees who become victims of violence

Does your county have a workplace violence policy or ordinance? The Research Division would like to have a copy of it to place on our Web page so that it can be available to counties across the nation. Please e-mail a copy to jbyers@ naco.org or fax it to 202/942-4285.

(Research news is written by Jacqueline Byers, research director.)