Workplace Violence Prevention: I Won’t Be Here Much Longer

Case Studies in Prevention, Policy, Process and Practice

Don’t wait for a lawsuit to learn that your company is out of step with compliance elements of your Workplace Violence Prevention Plan. Simply having a document created by human resources or legal will not be sufficient to follow the law. Join Dr. Van Brunt, Brian Heider, and advisory board members as we present a series of scenarios demonstrating workplace violence prevention and response processes. Test your policy with these cases to find misses before the lawsuit.

From the initial report to reviewing each step in the process, our team of experts will share practical, research-informed best practices to manage a variety of scenarios. The live series is offered free; access to the recording, forms, rubrics, checklists, sample documentation, and other supplemental materials is available with a WVPA yearly membership.

Each program will address these questions, tied to the specific elements of the scenario:

• Do I need to create a Violent Incident Log (VIL) for this case?
• What are the legal risks that arise in this case?
• Describing the threat (transient/substantive, affective/targeted, hunting/howling, vague/direct, conditional ultimatum, creditability, actionability, lethality).
• How and when should I communicate the details of this incident internally and externally?
• Does this incident require a TVRA/CPTED-type physical walkthrough after the resolution (as directed by SB 553)?
• What do the specific elements of the gathering of data, analysis of risk, and development of the mitigation plan look like for this scenario?
• Are there system-wide policies and procedures that need to be addressed?

This month: An employee has been struggling recently with a divorce and financial loss. They begin to express more thoughts of not wanting to be around and thoughts of committing suicide. Things escalate when they start to mention a time and place related to when they may K*ll themselves. Learn how to address suicidal behaviors in the workplace as they relate to FMLA, disability accommodations, and work expectations and the importance of developing a stress and wellness program related to this work.

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