1. Creating a Safe Harbor: Workplace Violence Prevention and Response
Presented by: George Daniel, Architect of the Capitol
Susan Reider, Smithsonian Institution
Megan Skidmore, National Institutes of Health

2. Agenda Statistics Definitions and Policy Program Development
Case Studies
Prevention Strategies and Best Practices
Question and Answer Session

3. Active Shooter Incidents

4. Active Shooter Incidents

5. Workplace Violence An action that constitutes a threat of harm
Harm to a person or property
Intimidating, bullying, or other disruptive behavior impairs agency operations

6. Develop/Update Related Agency Policy
Agencies have an inherent right to take action against employees who engage in disruptive or threatening behavior whether or not they have issued a written policy statement

7. Other Policy Considerations
Keep definitions broad
Listen, empathize, and refer to the appropriate resources even if an employee’s concerns do not meet one of the definitions
Avoid the term “Zero Tolerance”, as it may appear to eliminate any flexibility an agency has in dealing with difficult situations

8. Understanding Bullying
Repeated aggressive behavior
Intent to harm
Power Imbalance
Bullying
Open or hidden verbal abuse
Actions or inactions meant to demean, isolate, or undermine 8 8

9. What is NOT Bullying? Supervisory Duties
Managers communicating expectations, assigning work, providing feedback, or taking administrative action
Supervisory Duties
Inadvertently saying or doing something that hurts someone else
Rude or Inconsiderate
Purposefully saying or doing something to hurt someone once or twice
Mean
Different communication styles or different values
Individual Differences

10. Emergency Response – When to Call 911
Recurrent verbal altercations and/or physical fights
Destruction of property
Threatens or attempts harm to self or others
Commits assault, arson, or other serious illegal act

11. Components of Our Programs
Our programs help employees recognize, address and prevent workplace violence, threatening behaviors and matters of safety in the work environment.
Programs Offer:
Proactive Response
Workforce Awareness
Response Team
Awareness
Action
Prevention + =

12. Awareness

13. Workplace Violence Prevention Programs
A coordination of agency resources to address threats and actual acts of violence in the workplace
Domestic Violence
Suicidal Threat
Physical Assault
Verbal Abuse
Behavioral
Issues
Threats

14. Teamed Resources General Counsel Management EEO EAP ER/LR Ombudsman
Security

15. Interdisciplinary Response Team
Coordinator
Employee & Labor Relations
Security and/or Police
Ombudsman
Employee Assistance Program
EEO and/or
Legal Counsel
Leadership

16. Additional Components to NIH’s Program
Advisory Committee
Anti-Harassment Expansion
HR Liaisons

17. Role of ER Practitioner
Review/Develop/Update related agency policy
Agencies have an inherent right to take action against employees who engage in disruptive or threatening behavior whether or not they have issued a written policy statement

18. Role of ER Practitioner
2. Utilize available resources using a coordinated response
Even if your agency does not have a formal interdisciplinary workplace violence program in place, communication between related resources is key

19. Role of ER Practitioner
Advise Management on Employee and Labor Relations range of options
Progressive Discipline
Cease and Desist Memo
Flexible Work Arrangements
Leave Options
Training/ Coaching
Resources Awareness
Safety Precautions

20. Real-Life Case Studies
National Institutes of Health
Employee hears voices
No initial impact on performance
Cannot do fitness for duty
Architect of the Capitol
Suicidal Ideation
AWOL and Performance Concerns
EAP Utilized
Smithsonian Institution
Comments creating safety concerns
Performance issues
Office of Protective Services utilized

21. Prevention Strategies
Alternative Discipline
Rehabilitation vs. penalty
Alternative Dispute Resolution
Effective communication
Soft Landings
Manage removals in a manner that minimizes the ability to use revenge as a reason to do harm
Training and Outreach
Ensure staff have the tools and information available to them to effectively respond to conflict

22. Management Responsibilities
Address behavioral or safety concerns as soon as possible with support from the most appropriate resources
Coordinate closely with Employee Relations to address all allegations swiftly and discreetly
Maintain clear professional boundaries to reduce potential liability - supervisors can never guarantee confidentiality to employees
Do not diagnose or provide medical advice regardless of health care credentials or other expertise

23. What Else Can Employees Do?
Control interactions with others
Treat others with dignity and respect
Build awareness of available resources
See something concerning, say something

24. Question and Answer

25. Contact Information
George Daniel, AOC Workplace Violence Prevention Coordinator ,
Susan Reider, Labor and Employee Relations, Smithsonian Institution ,
Megan Skidmore, NIH Civil Program ,