Learn the tools to prepare for a potential threat, to evaluate the risk of a violent attack, and to intervene in the most effective manner.
Get the tools needed to prepare for, evaluate, and intervene to address for potential employee violence in the workplace. Violence is an all too common risk in the American workplace, but many employers businesses fail to understand that hostile grievances or statements made in anger are not necessarily a prelude to violence. An aggressive response or hasty termination is not always the best strategy. Instead, the employer should carefully evaluate the nature of the risk and thoughtfully determine the best strategy for reducing the likelihood of harm and to reduce any unintended consequences of well-intentioned actions. That process also means trying to understand the motives and circumstances of those who come to attention, considering the wide variety of scenarios employers may encounter, and identifying those individuals who actually could pose a risk. This topic will give you the tools to prepare for a potential threat, to evaluate the risk of a violent attack, and to intervene in the most effective manner. The presentation also will help you to appreciate the employer’s legal obligations to address workplace threats, while protecting the rights of employees.
- You will be able to identify workplaces that have the highest risk of an attack.
- You will be able to recognize your legal obligations to your employees and to the potential assailant.
- You will be able to discuss how to form an incident management response team and take other preventive steps.
- You will be able to describe how to accurately employ multi-faceted contingency plans should a threat arise.
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|Introductory Remarks: The Big Picture|
|Legal Framework for Workplace Violence: The Balancing Act|
|Risk Factors, Warning Signs, and Triggering Contexts for Violence|
|Prevention Program: Realistic and Efficient Measures|
|Responding to a Potential Threat or Incident|
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This course was last revised on September 27, 2016.
Call 1-866-352-9540 for further credit information.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Live Webinar Registration
- AL CLE 1.5
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
- AR CLE 1.5
- This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.5
- The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.5
- Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
- CT CLE 1.5
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
- HI CLE 1.5
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
- IL CLE 1.5
- This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
- ME CLE 1.5
- This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
- MT CLE 1.5
- This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
- NH MCLE 1.5
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
- NJ CLE 1.8
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
- NV CLE 1.5
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
- PA CLE 1.5
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.5
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
- TN CLE 1.5
- This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
- VT CLE 1.5
- This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
- WA CLE 1.5
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
- WI CLE 1.5
- This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
- WV MCLE 1.8
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
- HR Certification Institute 1.5
- This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
- CPE 1.8 including Personnel/HR 1.8
- Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board.
Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
- Lorman Business Center, Inc. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Advisory Services for 1.5 hours.
Who should attend?
This live webinar is designed for human resource managers, benefits managers,personnel and employee relations managers, presidents, vice presidents, business owners and managers, safety directors, compliance officers, operations managers, supervisors, accountants and attorneys.
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Jolee J. Brunton
Work Trauma Services Inc.
- Has been a major contributor to Work Trauma Services Inc. since 1991 in her role as vice president of threat management services
- Most prominently she conducts threat assessment services and training, and consults on the management of mental disorders in workplace contexts
- Chief psychologist for Focus Psychological Services which she founded in 1984 to provide clinical and consultation services to public safety agencies in the San Diego area
- The chief psychologist for the San Diego Police Department, providing consultation on issues such as the use of deadly force, intervention with mentally disordered violent offenders, organizational consultation, conflict management, and clinical services to police personnel
- Certified in hostage negotiation through the Administration of Justice, California State University, San Jose
- Has been an invited participant to the Federal Bureau of Investigation’s symposia on police psychology and provides training for hostage negotiation in conjunction with the FBI’s San Diego office
- Over 20 years’ experience in the assessment, management, and treatment of acute psychiatric patients including those at risk for violence
- Throughout her career she has continued an extensive record of workplace crisis and trauma intervention and alternate dispute resolution
Foster Pepper PLLC
• Seattle-based employment lawyer with more than 30 years of experience
• Advice practice is dedicated to helping employers solve problems such as employee discipline and discharge, leaves of absence, discrimination and harassment claims, and threats of employee violence
• Counsels executives and professionals on employment and separation agreements, trains management and boards on employee issues, and assists with corporate transactions such as purchases and sales of businesses
• Represents employers in lawsuits and administrative proceedings involving claims of discrimination, harassment, wrongful discharge and violations of wage and hour, employee benefits, trade secrets and noncompete obligations
• Regularly speaks at seminars and workshops on a range of employment and labor topics
• Recognized by Best Lawyers in America for his work in labor law, management and litigation, labor & employment
• J.D. degree, cum laude, Cornell Law School; B.A. degree, University of Wisconsin-Madison
• Can be contacted at 206-447-6215, [email protected], or detailed bio can be found at http://www.foster.com/attorneys/steven-peltin
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