Workplace Violence Prevention Symposium 2018
Risk Identification and Effective Prevention
March 6-7, 2018 | Savannah, GA
Workplace Violence Prevention Symposium 2018 will teach you how to prepare your organization for a worst-case scenario and mitigate the increasing likelihood of a workplace violence incident with actionable tactics for emergency response and crisis and risk management.
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Network and Ideashare with Peers and Practicing Experts
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Create a Powerful Action Plan to Protect Your Workforce
Our team of event liaisons would be happy to help you with your registration so your experience is as smooth as possible. Contact them now and they will get you set up in just 5 minutes!
Get the Latest Developments on:
- Glean from real-life examples how employment screening practices, security perimeters, and workforce training can minimize workplace violence risks
- Understand how to balance employee protection from weapons while respecting legal bounds under states’ gun control and concealed-carry laws
- Access strategies for effectively managing ideological intolerance and violent language in your workplace, while still respecting employees’ personal views and right to free speech
- Discover how to leverage predictive analytics, big data, and new technology like wearables to address threat assessment and risk management
- Draft an action plan for stopping cyberbullying, stalking, and other electronic harassment at your workplace before it escalates to violence
- Learn how to recognize the warning signs of domestic violence in your employees—one of the greatest risks for workplace attacks—and prepare an appropriate and legal prevention and response strategy
- Uncover practical actions you can take, like implementing employee assistance programs and workplace training, to create a culture of respect and mental health support
- Design your own workplace prevention plan and integrate the latest essential policies and recordkeeping protocols
- Take action by testing your knowledge of key legal concepts and practical challenges in a series of powerful group drills
Pricing & Deadlines
2018 Program Agenda
|7:00 a.m. – 7:55 a.m.||Registration & Breakfast|
|Grab a coffee and a delicious breakfast to kickstart your day, introduce yourself to your neighbor, download the conference app to start planning out your sessions!|
|7:55 a.m.||Welcome Remarks|
|8:00 a.m. – 9:00 a.m.||Opening Keynote: Polite to Death|
|Presented by: Dethra Giles, ExecuPrep
In this session, we will explore how many of our policies, enforcement, and language may encourage employees and leaders to be “polite” as opposed to proactive when signs or incidents of workplace violence occur in the workplace. This is the manager who suspects an employee of gang activity but doesn’t want to be “that manager” so they don’t report concerns to the proper place. Or the IT professional who has seen hate speech or activity on the company network but doesn’t want people to think the company is spying on them so they say nothing. Or even the employee who witnessed a “minor” domestic violence event but chose to stay out of her coworker’s family business. People are afraid to offend, so they don’t report; failure to report can lead to workplace violence issues. This session will discuss the ways employers can teach their employees to report when necessary, even when it seems easier not to.
|9:10 a.m. – 10:10 a.m.||‘It Didn’t Need to Happen’: How Employment Screening Practices, Security Perimeters, and Workforce Training Can Minimize Workplace Violence Risks and Liability|
|Presented by: Marilyn Moran, FordHarrison
Workplace violence isn’t always preventable, but there are many things employers can do to minimize their risks. Using examples ripped from the headlines, this session will examine what employers facing negligent hiring and other legal claims might have done differently to minimize the threat of violent acts from taking place in their warehouses, offices, and other work locations. Our presenters, a security expert, a victims’ rights attorney, and employment attorney, will shed light on the importance of pre-hire employment screening practices, setting up and maintaining sound security perimeters as well as entry and access points, and training employees on how to handle a situation where someone requests entry who isn’t authorized for access. You’ll learn:
|10:10 a.m. – 10:30 a.m.||Refreshments & Networking Break
|10:30 a.m. – 11:30 a.m.||Packing Heat: Your Organization’s Duty to Ensure Worker Safety While Respecting Legal Bounds Under States’ Gun Control and Concealed-Carry Laws|
|Presented by: Jeffrey Zisner, CPP, AEGIS Security & Investigations Inc.
Does your state law prevent your company from banning employees from bringing weapons onto the premises? Currently, dozens of state laws provide some sort of employee protection when taking guns to work. How far, though, do those rights extend? This session will explore the types of protections to which workers are entitled for exercising their right to carry a gun on your property under applicable state laws, and what you can do to ensure that they comply with your internal policies designed to maintain a safe, healthful work environment. You’ll learn:
|11:40 a.m. – 12:40 p.m.||Panel Discussion: Political Protests, Evangelization, and Intolerance: When Conflicting Ideological Beliefs Can Lead to Workplace Violence|
|Presented by: Dethra Giles, ExecuPrep; Jim Sawyer, CHS-IV, CPP, Seattle Children’s; Raquelle Solon, FEI Behavioral Health; Donna Clark-Love, Consultant
Employees have the right to voice opinions tied to political, religious, socio-economic, and other issues, but to what extent should they be allowed to do so in the workplace? Is there evidence tying one’s proclivity for protesting and evangelizing to a propensity for violence? If so, what are signs that an employee is engaging in ideological intolerance that could escalate to violence? This session, featuring a criminal profiler, an organizational psychologist, and an employment attorney, will examine incidents where activist’s or zealot’s views played a role in an attacker’s violent acts. Were there clues in social media posts or through other communications those workers engaged in? If so, what were the employer’s legal rights to monitor and respond to the threats? And, how can you strike a balance between respecting employees’ personal views and limiting speech and other conduct that could escalate into violence?
|12:40 p.m. – 1:40 p.m.||Networking Lunch|
|1:40 p.m. – 2:40 p.m.||Predictive Analytics, Big Data, and Wearables: Permissible Use Cases and Legal Bounds in Using Technology to Address Threat Assessments and Risk Management|
|Presented by: Barry Nixon, SHRM-SCP, National Institute for Prevention of Workplace Violence, Inc.
Early warning signs of violent behavior may not be obvious. However, technological devices can provide some data predicting potential violence. Smart watches, fitness trackers, and other devices that measure heart rate, brain waive and other physiological conditions can provide evidence of a heightened risk for violent behavior. Big data and predictive analytics may also play a role in assessing individuals’ propensity for violence—and most companies already have pre-hire assessments in place. But, does it make sense for an organization to engage in continuous screening of its workforce to gather and analyze whether there may be behavioral changes that could signal cause for concern? And if so, what are the privacy and other legal considerations the employer should factor in? This session will explore technology’s growing role in predicting behaviors and provide insight into the legal ways in which organizations may use digital information as part of an ongoing workplace violence risk-management strategy.
|2:40 p.m. – 2:55 p.m.||Refreshments & Networking Break|
|2:55 p.m. – 3:55 p.m.||Cyberbullying, Stalking, and Other Electronic Harassment: Social Media Monitoring to Manage and Mitigate Risk of Online Conduct Escalating to Physical Violence|
|Presented by: Donna Clark-Love, Consultant
Cyberbullying, stalking, and harassment occurs in many forms, including inappropriate emails, social media posts, and all-out verbal attacks designed to alienate, threaten, or humiliate victims. And, in extreme cases, they may escalate to physical violence. Employers have an obligation to ensure a safe and healthful work environment. That responsibility includes making sure the workplace is free from harassing, intimidating, and bullying conduct. But, how far can an employer go to monitor and mitigate the negative effects of these types of conduct? This session will explore how instant messaging, Facebook posts, Twitter tweets, text messages, emails, and other forms of electronic communication may be used to foster hate and potential violence. You’ll learn:
|4:00 p.m. – 5:00 p.m.||Domestic Violence: An Employer’s Role in Minimizing What Potentially Could Be Your Most Clear-and-Present Danger|
|Presented by: Lynn Fairweather, MSW, Presage Consulting and Training, LLC
Following a National Intimate Partner and Sexual Violence Survey, the Centers for Disease Control and Prevention (CDC) recently noted that 1 in 4 women and 1 in 9 men were victims of physical violence, stalking, or sexual violence by an intimate partner. With the CDC classifying intimate partner violence (IPV) as widespread, workplaces are particularly vulnerable targets for vengeful, jealous, unstable, or angry individuals seeking to harm their partners—and anyone who gets in their way. It’s highly likely that the perpetrator will know where the victim works, what time he or she arrives and leaves the office, as well as other details about the workplace’s layout and security perimeter. It’s important for employers to recognize the warning signs of IPV and to be prepared with appropriate IPV prevention and response-based strategies. This session will focus on:
|7:00 a.m. – 8:00 a.m.||Breakfast|
|7:30 a.m. – 7:45 a.m.||Breakfast & Learn | Tools for Implementing Workplace Violence Prevention Once You Get Back to Work: Safety.BLR.com & HR.BLR.com|
|8:00 a.m. – 9:00 a.m.||Creating a Culture of Respect, Inclusiveness, and Support for Employees’ Mental Health: Employee Assistance Programs, Workforce Training, and More|
|Presented by: Raquelle Solon, FEI Behavioral Health
Workers may believe they’ll be stigmatized for taking advantage of employee assistance program (EAP) services designed to help them cope with mental health-related issues. It’s important to ensure that you promote the EAP in a positive light and that your underlying workplace culture knocks down barriers that might prevent employees from taking advantage of professional services available to help them manage legal, financial or family issues, alcoholism or drug addiction, and other difficult emotional issues they may face. This session will explore:
|9:10 a.m. – 11:00 a.m.||Workplace Violence Prevention Plan Workshop: Designing and Updating Essential Policies, Recordkeeping, and Response Strategies|
|Presented by: Jim Sawyer, CHS-IV, CPP, CHPA, Seattle Children’s
9:10 a.m. – 11:00 a.m.
Every workplace must be prepared at all times for incidents of workplace violence. Under OSHA’s general duty clause, you have a fundamental duty to protect your employees—and your premises—from threats of violence. During this intensive session, you’ll learn how to evaluate what to include in your organization’s workplace violence prevention plan, based on your industry, worksite(s), and work environment. During Part I of this intensive workshop, you’ll learn:
|11:00 a.m. – 11:15 a.m.||Refreshments & Networking Break
|11:15 a.m. – 12:15 p.m.||Group Exercises: How Would Your Workplace Respond to These Incidents of Harassment, Aggression, and Active Shooter Violence?|
|Presented by: Jeffrey Zisner, CPP, AEGIS Security & Investigations Inc.
WVPS 2018 concludes by testing your knowledge of the key legal concepts and practical challenges you’ve learned about over the course of this event. You’ll be presented with a series of fact patterns, illustrating the types of real-life situations other employers have faced concerning incidents of harassment, aggression, and active assailant violence. You’ll deliberate with your conference peers on the best course of action to take and how to set responsive action into motion. You’ll think about whether there are any current barriers in your own workplace to taking the action you now know is appropriate based on what you’ve learned. Then, you’ll regroup with the facilitator who will provide information on how your responses differ or align with how the employers in the fact patterns acted and the effects of those judgment calls. This group simulation is designed to highlight the importance of communicating and collaborating across different departments and disciplines when creating workplace policies and protocols, so you’ll be well prepared for setting into motion what you’ve learned when you return to your office.
|12:15 p.m.||Conference adjourns|
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Recertification Credit Information
The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.
HR CREDIT INFORMATION:
This program has been pre-approved for 10.75 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 10.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.
SAFETY CREDIT INFORMATION:
This program qualifies for up to .5 recertification points for CSPs, CHSTs, OHSTs, and CMP credit for CHMMs, and for CM credits for CIHs who attend. Professional Development Hours (PDHs) or Continuing Education Credits/Units (CECs/CEUs) may also be available for environmental managers participating in this live event (please note that participants are responsible for exploring their state requirements to have their educational credits approved for credit).