The log should include incidents in which a client or employee is verbally abusive, aggressive or attempts to intimidate others.Employers should respond to these incidents and record in the log what they did to diffuse the situation, such as get the verbally abusive person away from others, discipline a verbally abusive person or call for help.
As a supervisor, you should take immediate steps to address problem behavior and ensure the safety of your employees.
Do not ignore or downplay direct or indirect threats from any person, as they could escalate into serious incidents later on.
If you observe a pattern or change in behavior and attitude that causes you concern, please notify your supervisor.
Behavior: If it is determined that the disruptive behavior most likely occurred but represents a single relatively minor instance, the relevant department head will attempt to correct the conduct informally.
It is important that faculty, managers, and supervisors address disruptive behavior promptly.
If left unaddressed, disruptive behavior typically continues to escalate, resulting in negative consequences for the individual as well as others.
If an employee or client becomes aggressive, he might physically lash out at others; there have been incidents where an employee, client or former employee returned to a place of business with a weapon.
The Occupational Safety and Health Administration, or OSHA, sets guidelines for preventing workplace violence that employers must follow.
The employee should fill out an incident report after getting away from the potentially violent client.