Note: Seconds after being officially terminated, Gary Martin opened fire killing 5 people, including the HR manager, an HR intern and the plant manager at the Henry Pratt Company pant in Illinois. He wounded five police officers and an employee before being killed in the shootout. It was the day after Valentine’s Day. Work has now resumed at the facility.
If you’ve been following this story, you’ll see many articles about gun control, including how the shooter was not authorized to possess a firearm. You’ll also read about the shooter’s history with domestic violence.
But, my focus here is how employers can take proactive measures to reduce the risk of such extreme workplace violence.
While I don’t have THE solution, I do have several suggestions that address the root of the problem, before the onset of violence. By that point, it’s too late to do anything except run for cover.
Use a third-party for pre-employment screening. Carefully tailor interview questions, background and reference checks, and drug testing if it is appropriate for the position and consistent with federal, state and local laws and regulations.
SHRM has a nice example here.
When workplace violence erupts, the adjective “disgruntled” isn’t far behind. Disgruntled employees are often that way because of workplace issues that go unaddressed. The key here is open communication. So, as an employer, ask yourself these questions:
According to this workplace violence prevention guide, the following are just some of the indicators that can signal the risk potential of violent episodes:
An Employee Assistance Program, or EAP, is a counseling service administered by a third party which is designed to help employees deal with problems. These programs are often best suited for employees with alcohol and controlled substance addictions, but they also benefit those with emotional issues or, really, anyone who needs to talk about a personal problem.
Spotting imminent threats in the workplace is difficult. And many employers — for fear of lawsuit — are reluctant to take adverse employment action against an employee who appears mentally unstable. But remember, under the Americans with Disabilities Act, an employer need not reasonably accommodate an employee who poses a direct threat to either herself or to other employees. Indeed, if that employee is a direct threat to himself/herself or others, remove that employee from the workplace.
Here are some other helpful resources on workplace violence prevention:
This article originally appeared on The Employer Handbook blog.