Prevention Strategies for Type III Events

Since Type III events are more closely tied to anployer and employee relations than are Type I or 11 events, an employer s considerate and respectful management of his or her employees represents an effective strategy for preventing Type HI events. Some woikplace violence researchers have pointed out that employer actions that are perceived by an employee to place his or her continuing employment status in jeopardy can be triggering events for a workplace violence event, e.g., layoffs or reduction-in-force actions and disciplinary actions such as suspensions and terminations. Thus, where actions such as these are contemplated, they should be carried out in a manner that is designed to minimize the potential for related Type 111 events. 

Many management consultants who advise employers about workplace violence stress that to effectively prevent Type in events from occurring, anployers need to establish a clear anti-violence management policy, apply the policy consistently and fairly to all employees, including supervisors and managers, and provide tpropriate supervisory and employee training in workplace violence prevention. 

Lastly, an important subset of Type 111 workplace violence events affects women disproportionately. Domestic violence is now spilling over into the workplace and employers need to take appropriate precautions to protect at-risk employees. For instance, when an employee reports threats from an individual with whom he or she has (or had) a personal relationship, employers should take appropriate precautions to ensure the safety of the threatened employee, as well as other employees who are in the zone of danger and who may be harmed if a violent incident occurs in the workplace. One option is to seek a temporary restraining order (TRO) and an injunction on behalf of the affected employee. 

Any employer may seek a TRO/injunction on behalf of an employee when he or she has suffered unlawful violence (assault, battery, or stalking). 

Effective security management to prevent all three types of workplace violence events also includes postevent measures such as emergency medical care and debriefing employees about the incident. After a workplace assault occurs, employers should provide postevent trauma counseling to those who desire such intervention to reduce the short- and long-term physical and emotional effects of the incident. 

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