Empire Pacific Investigative Services
Work Violence San Diego
Workplace Violence Investigations
Human Behavior and Potentially Dangerous Individuals
Licensed Private Investigators
Nationwide Toll Free 888.404.3747
License Number: PI 16166
Work Violence San Bernardino Investigations
At San Bernardino Investigation a sub-division of Empire Pacific Investigative Services Inc., our trained investigators can assist you with many aspects of Workplace Violence, if you think you may have a Workplace Violence issue in San Bernardino or would like more information, please contact our toll free number of 1888.404.3747 or complete our online form.
What Is San Bernardino Workplace Violence?
Workplace Violence refers to vioilence that originates from employees or employers and threatens employers and or other employees. San Bernardino Workplace violence can be any act of physical violence, harassment, and threats of physical violence, threatening, or other intimidation, disruptive behavior that occurs at the work site. Workplace violence can affect or involve employees, visitors and contractors. Based on EPIS North America managing partner, investigator Mike Hakimi, researchers found pay cuts and pay freezes, use of part time employees, change in management, increased diversity, computer monitoring of employee performance, reengineering, and budget cuts were all significantly linked to increased workplace aggression. The study also showed a substantial amount of evidence linking unpleasant physical conditions (high temperature, poor lighting) and high negative effect, which facilitates workplace aggression.
The following elements are commonly found in workplaces with the highest recorded incidence of workplace violence:
Poor or dangerous working conditions
Lack of job security.
Physical attacks (i.e. hitting, shoving)
Threatening behavior (shaking fists, destroying property or throwing things)
There are a number of different actions in the work environment, which can trigger or cause workplace violence. It may even be the result of non-work-related situations such as domestic violence or "road rage." Workplace violence can be inflicted by an abusive employee, a manager, supervisor, co-worker, customer, family member, or even a stranger. Whatever the cause or whoever the perpetrator, workplace violence is not to be accepted or tolerated.
Nevertheless, there is no sure way to predict human behavior and, while there may be warning signs, there is no specific profile of a potentially dangerous individual. The best prevention comes from identifying any problems early and dealing with them.
Deterrence of Workplace Violence
A sound deterrence plan is the most important and, in the long run, the least costly portion of any company's workplace violence program. Your company should have the following programs in place to help prevent workplace violence:
Alternative Dispute Resolution - This program is most effective in resolving disputes when a
conflict has been identified early and one of the following techniques is used: ombudspersons, facilitation, mediation, interest-based problem solving, and peer review.
Dealing with disgruntled employees
When an employee is angry with an organization, organizational policies, or coworkers, it is important for the issue to be taken seriously before the issue escalates into aggression or workplace violence. Workplace aggressors and those who are likely to commit an act of violence are more than likely to verbalize their frustrations. EPIS investigators are trained to recognize these cues and apt to deal with them. The following are tactics to use when dealing with an angry employee:
Maintain eye contact
Give the employee full attention. Stop what you were doing and show that you are taking the conversation seriously.
Speak and move calmly and slowly.
Sit, and encourage the employee to sit also. Arrange seating you so are situated closest to the door.
Try to create a relaxed environment.
Be aware of cultural differences. Don't make assumptions based on your own background. Be aware of personal space and appropriate eye contact.
Encourage the employee to tell you why they are upset.
Do not interrupt. If you do not understand, ask them to clarify.
Acknowledge the employee's feelings.
Ask for specific examples.
If their complaint is valid, accept responsibility and criticism.
Try to define the true problem.
Ask open-ended questions.
Be open and honest.
Encourage the employee that you will investigate the problem and search for a solution. Assure them that you will be following up with them as soon as possible. Thank them for bringing the problem to your attention.
San Bernardino Pre-Employment Screening - A company should determine, with the assistance of its servicing personnel and legal offices, the pre-employment screening techniques which should be utilized, such as interview questions, background and reference checks, and drug testing if it is appropriate for the position under consideration and consistent with Federal laws and regulations.
Identifying Potentially Violent Situations - If you ever have concerns about a situation which may turn violent, alert your supervisor immediately and follow the specific reporting procedures provided by your agency. It is better to err on the side of safety than to risk having a situation escalate.
Security - Maintaining a safe work place is part of any good prevention program. There are a variety of ways to help ensure safety, such as employee photo identification badges, guard services, and individual coded key cards for access to buildings and grounds. Different measures may be appropriate for different locations and work settings. E.P.I.S., Inc. can assign investigators in this setting.
The following are warning indicators of potential workplace violence:
- Intimidating, harassing, bullying, belligerent, or other inappropriate and aggressive behavior.
- Statements showing fascination with incidents of workplace violence, statements indicating approval of the use of violence to resolve a problem, or statements indicating identification with perpetrators of workplace homicides.
- Direct or veiled threats of harm.
- Numerous conflicts with customers, co-workers, or supervisors.
- Bringing a weapon to the workplace (unless necessary for the job), making inappropriate references to guns, or making idle threats about using a weapon to harm someone.
- Statements indicating desperation (over family, financial, and other personal problems) to the point of contemplating suicide.
- Substance abuse.
- Extreme changes in normal behaviors.
Once you have noticed a subordinate, co-worker, or customer showing any signs of the above
indicators, you should take the following steps:
- If you are a co-worker, you should notify the employee's supervisor immediately of your observations.
- If it is a customer, notify your supervisor immediately.
- If it is your subordinate, then you should evaluate the situation by taking into consideration what may
be causing the employees problems.
- If it is your supervisor, notify that person's manager.
- It is very important to respond appropriately, i.e., not to overreact but also not to ignore a situation.
Sometimes that may be difficult to determine. Managers should discuss the situation with expert resource staff to get help in determining how best to handle the situation.
Did You Know?
- Workplace Violence is the 3rd leading cause of fatal occupational injury for workers
Workplace Violence is the #1 cause of occupational death for female employees
Workplace Violence is the #2 cause of occupational death for male employees
Over 1.5 million incidents of workplace violence each year
1/6 of all violent crimes occur in the workplace.
Whenever the employer becomes aware of an incident of Work Place Violence in San Bernardino County, the employer must try and resolve the situation between the parties involved. However, a formal investigation by a "competent person" must take place if the employer cannot resolve the matter to the satisfaction of the employees involved. This person can be an employee of the same work place or can be from outside the work place. It is important the affected parties accept this person as an impartial investigator.