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Pre-Employment Profiles, Inc. is the premiere provider of pre-employment screenings and executive level background investigations to California employers. As members of the National Association of Professional Background Screeners (NAPBS) we are committed to exacting standards, ethical practices and compliance with all federal and state regulations. As leading edge professionals in the background screening industry it is our mission to protect the integrity of your business, while guarding the rights of applicants. We are not a "one size fits all" service provider. Call us today and discover how we can provide you with the information necessary to always 'HIRE INFORMED!'

Workplace Violence Threat Assessment & Training

Workplace violence is preventable.

According to the National Crime Victimization Survey, 2 million assaults and threats of violence against Americans at work occur annually.  By providing a Workplace Violence Prevention course to your employees, you will:

  • Clearly communicate your organization’s commitment to employee health and safety.
  • Give employees practical skills for preventing, responding to and reporting incidents of workplace violence.
  • Reduce the risk and cost of lawsuits and fines related to workplace violence.
  • We provide on-site threat assessment and a professionally implemented plan of action with an emphasis on prevention.
  • Stalker Risk Assessment and Intervention.

Employers need to develop written plans to deal with violence – having security guards is not enough. All employees should know what to do.

Do you have a game plan if someone gets hurt? 

Experts recommend that companies do criminal background checks before hiring new employees and have a written no-violence policy.  Employers and their employees should look for warning signs.  Most major violent episodes have warning signs. 

It is also advised that employers to be sensitive about language used in such situations such as firings.  Employers need to learn more about their employees and how each one functions socially within the organization.  Disgruntled employees need to be heard. Supervisors shouldn’t spend more time listening to people above them than those below them and lose sight of the people they supervise.



What is workplace violence?

Most people think of violence as a physical assault. However, workplace violence is a much broader problem. It is any act in which a person is abused, threatened, intimidated or assaulted in his or her employment.

Rumors, swearing, verbal abuse, pranks, arguments, property damage, vandalism, sabotage, pushing, theft, physical assaults, psychological trauma, anger-related incidents, rape, arson and murder are all examples of workplace violence.


What should I remember most when learning about warning signs?

You must remember that it can be very difficult to know when a person is going to be violent. While not all people will show the following signs, these types of behaviors and physical signs can serve as warning signs that a situation could turn violent. Always take these behaviors “in context”. Look for multiple warning signs and for signs of escalation (the behaviors are getting worse).

If you are concerned about a person who shows some or all of the identified characteristics, take action. Report your concern to your supervisor, or human resources department.


What are warning signs of a troubled person or employee?

Workplace violence can start as small incidents involving negative remarks and inappropriate behavior. It may escalate to physical or psychological violence.

It is much easier to prevent violence by stopping small incidents than trying to deal with the aftermath of a major crisis.

It is extremely important to understand that the following behaviors do not mean a person will become violent, but they may indicate that the person is experiencing high levels of stress. Each situation is unique and professional judgment or outside assistance may be necessary to determine if intervention is necessary.


Always take particular note if:

  • There is a change in their behavior patterns.
  • The frequency and intensity of the behaviors are disruptive to the work environment.
  • The person is exhibiting many of these behaviors, rather than just a few.


 Warning signs include:

  • Crying, sulking or temper tantrums
  • Excessive absenteeism or lateness
  • Disregard for the health and safety of others
  • Disrespect for authority
  • Increased mistakes or errors, or unsatisfactory work quality
  • Refusal to acknowledge job performance problems
  • Faulty decision making
  • Testing the limits to see what they can get away with
  • Swearing or emotional language
  • Overreacting to criticism
  • Making inappropriate statements
  • Forgetfulness, confusion and/or distraction
  • Inability to focus
  • Blaming others for mistakes
  • Complaints of unfair treatment
  • Talking about the same problems repeatedly without resolving them
  • Insistence that he or she is always right
  • Misinterpretation of communications from supervisors or co-workers
  • Social isolation
  • Personal hygiene is poor or ignored
  • Sudden and/or unpredictable change in energy level
  • Complaints of unusual and/or non-specific illnesses


 Are there physical signs that a person may be becoming violent?

Sometimes it is not what a person says, but what their body is “doing”. Use caution if you see someone who shows one or more of the following “non-verbal” signs or body language.

  • Red-faced or white-faced
  • Sweating
  • Pacing, restless, or repetitive movements
  • Trembling or shaking
  • Clenched jaws or fists
  • Exaggerated or violent gestures
  • Change in voice
  • Loud talking or chanting
  • Shallow, rapid breathing
  • Scowling, sneering or use of abusive language
  • Glaring or avoiding eye contact
  • Violating your personal space (they get too close)


 What are other warning signs of a potentially violent person?

 In some cases, there has been a clear pattern of warning signs before a violent incident. When you can, take note of:

History of violence

  • Fascination with weapons, acts of violence, or both
  • Demonstrated violence towards inanimate objects
  • Evidence of earlier violent behavior
  • Allegations of Stalking

 Threatening behavior

  • States intention to hurt someone (can be verbal or written)
  • Holds grudges
  • Excessive behavior (e.g. phone calls, gift giving)
  • Escalating threats that appears well-planned
  • Preoccupation with violence

 Intimidating behavior

  • Argumentative
  • Displays unwarranted anger
  • Uncooperative, impulsive, easily frustrated
  • Challenges peers and authority figures

 Increase in personal stress

  • An unreciprocated romantic obsession
  • Serious family or financial problems
  • Recent job loss

 Negative personality characteristics

  • Suspicious of others
  • Believes he/she is entitled to something
  • Cannot take criticism
  • Feels victimized
  • Shows a lack of concern for the safety or well-being of others
  • Blames others for his problems or mistakes
  • Low self-esteem

 Marked changes in mood or behavior

  • Extreme or bizarre behavior
  • Irrational beliefs and ideas
  • Appears depressed or expresses hopelessness or heightened anxiety
  • Marked decline in work performance

 Socially isolated

  • History of negative interpersonal relationships
  • Few family or friends
  • Sees the company as a “family”
  • Has an obsessive involvement with his or her job

 Abuses drugs or alcohol


What can I do if I am concerned?

Take action.

If you are an employee, you can report your concerns to your supervisor, or human resources department. You can also get advice from your employee assistance program (EAP) if you have one. Find out if you have a violence prevention program in your workplace and what you should do — if not, encourage your employer to develop one.

If you are an employer, you should know that many organizations are developing workplace violence prevention policies and programs.  A program is the best way to prevent workplace violence because it takes a very structured, well thought out approach to identifying hazards and reducing the risks for your organization. If your organization has a program, great! You should be fully aware of the policy and procedures developed to help keep your workplace safe. If you do not have a program, you should consider developing one. Remember, employers have a legal obligation to provide employees with a safe workplace. This obligation includes providing a workplace free from workplace violence. 

For more information on this topic, please click the OSHA link below.