Life Rage

Liferage is a phrase coined by Mr. Tim Dimoff of SACS Consulting and Investigative Services.   It’s meant to describe, in broad terms, the anger and frustration that every American feels towards a world they really believe is spinning out of their control. Unfortunately, it’s also the way many of us feel everyday.

We have all heard stories about employees killed while at work.  However, you may not know the scope of the problem.  The last three years averaged close to 600 workplace fatalities PER YEAR as a result of violence.  This includes worker-on -worker violence, harassment and bullying.  Approximately 18% of all reported violent crimes happen in the workplace.

Don’t let a “Liferage” moment allow enraged employees to turn your good company culture into a bad hostile working environment.   The ones who suffer most when this happens are your “good employees”.  They will often find it difficult to be productive under those circumstances.

SACS Consulting provides polices and training to identify and remove possible threats to a company’s stability.  Whether the problem already exists or you just want to be a pro-active force at your company, call us now for trainings, investigations or to order copies of Tim Dimoff’s book, LIFERAGE.

Do what you can NOW to curb the problem LATER!

SACS Consulting and Investigative Services, Inc.
1-888-722-7937
www.sacsconsulting.com
info@sacsconsulting.com

Official Blogsite
www.liferage.com

Tim Dimoff, President, Speaker, Author, Expert web site:
www.TimothyDimoff.com

Nova Scotia Chronicle Herald (Canada) (08/31/09)

SACS Consulting Saw This Coming 10 Years Ago!

For almost 10 years, SACS has been a leader in Work Place Bullying Issues.  In Fact, SACS Consulting was one of the FIRST companies in the country to implement awareness training, and employee programs and HR policies designed to reduce or eliminate the problem.

37% of workers report having been subjected to bullying behaviors
40% say they never report the behavior to their employers
62% of employers tend to ignore bullying situations

In order to prevent bullying, employers should put in place strict policies that provide victims of bullying with a safe way to report problems and provide guidelines for appropriate action against the perpetrators and SACS Consulting Employee and Management Trainings are the solution.

Education on the right ways to confront a bully

You can now receive a discount on a comprehensive training package that includes bullying, sexual harassment, personal harassment and more.  Call 1-888-SACS-YES and mention the “Golden Nuggets” for special pricing.

 
SACS Consulting and Investigative Services, Inc.
1-888-722-7937
www.sacsconsulting.com
info@sacsconsulting.com

Official Blogsite
www.liferage.com

Tim Dimoff, President, Speaker, Author, Expert web site:
www.TimothyDimoff.com 

• Interrupting the bully’s actions
• using the bully’s name
• telling the bully what effect their actions have, and recommending an alternative
• inquire as to what prompted the bullying behavior
• document the bullying in preparation for filing a written complaint
• Employees who are targets of bullying should not be afraid to ask for support if they need it from a manager or co-worker when they confront a bully.
  fellow employees if they witness bullying and back up victims
• seek aid from management

Don’t let bullying or any type of harassment put your company and employees at risk and lower your bottom line efficiency. 

• demeaning remarks
• threats
• physical attacks
• emotional
• phychological

Security experts have identified four trends that contribute to workplace violence:

• Spillover from violence at home
• Improper handling of stressful events
• Inefficient employee protection programs
• Lack of appropriate security technology

In most cases, an employee might not feel comfortable talking with a boss about an abusive situation at home, so employers should offer sexual harassment and violence prevention programs. Some offices have good sexual harassment policies in place but do little to address yelling, shouting, or bullying behavior. Instead, the new trend for employers is to implement workplace policies that encourage physical, mental, and emotional well-being BEFORE problems arise.

Finally, protective technologies such as surveillance cameras, access checkpoints, and two-way panic buttons can go a long way toward helping employees. Someone who might hesitate to hit a 9-1-1 panic button but would use a two-way panic button with a “send assistance” option could help an employee out of a tense situation.

For Information on how SACS Consulting can help you with these issues and many more, call 330-255-1101 for information and free assessments.
SACS Consulting and Investigative Services, Inc.
1-888-722-7937
www.sacsconsulting.com
info@sacsconsulting.com

Official Blogsite
www.liferage.com

Tim Dimoff, President, Speaker, Author, Expert web site:
www.TimothyDimoff.com

Despite the 50 percent decline in workplace homicides reported by the U.S. Bureau of Labor Statistics between 1994 and 2006, experts caution that employer vigilance is still necessary to prevent workplace violence.

Corporate policies that show zero-tolerance for workplace violence are successful overall in decreasing the chances of a homicide, say experts. According to Marsh Inc.’s JoAnn Sullivan, who conducts studies on the subject for the Risk & Insurance Management Society Inc., stricter corporate policies and a changing workforce are a few of the factors curtailing violence in the workplace. Sullivan and other risk consultants point out that early intervention can prevent workplace violence from exploding and causing homicides down the line, and younger workers are more proactive about preventing unacceptable behavior in the workplace.

Employers without workplace policies in place could face litigation because many courts “hold employers accountable,” says Attorney Randy Coffey. Workplace violence, however, will not go away because emotionally unstable workers will always exist, which can lead to threats, homicides, harassment, rapes, assaults, and other workplace violence events, according to the National Institute for Occupational Safety and Health. However, experts note that employees often signal their intentions before committing a crime, which means employers must remain vigilant about threats or warnings and learn how to identify warning signs.

Workplace violence policies must include clear-cut reporting hierarchies and a clear prevention plan for managers and workers alike.

Business Insurance (06/16/08) Vol. 42, No. 24, P. 11 ; Ceniceros, Roberto
SACS Consulting and Investigative Services, Inc.
1-888-722-7937
www.sacsconsulting.com
info@sacsconsulting.com

Official Blogsite
www.liferage.com

Tim Dimoff, President, Speaker, Author, Expert web site:
www.TimothyDimoff.com

Workplace bullying has a greater impact on workforce productivity than many companies realize. A 2007 Employment Law Alliance survey estimates 44 percent of workers have or currently work for an abusive boss, and over 50 percent of workers have seen supervisors make sarcastic comments, rudely interrupted colleagues, criticized workers publicly, or exhibit other abusive behaviors. Some indicate that instances of bullying actually motivate workers, but recent research from Queen’s University in Ontario reveals workplace bullying actually increases turnover among workers and is more harmful than instances of sexual harassment.

According to the Workplace Bullying Institute, 40 percent of victims quit their jobs, which translates into a preventable loss of 21.6 million workers. Companies must become more vigilant about workplace bullying because many victims remain silent until they quit or only informally complain. A recent Zogby International Survey indicates that how a company handles workplace bullying complaints can impact security and productivity as well.

Survey respondents said in 44 percent of the cases, employers did not act on workplace bullying complaints, and in 18 percent of the cases, actions taken by the employer made things worse for the victim. Researchers warn, “As the Virginia Tech massacre so tragically illustrated, when institutions keep issues of conflict and warning signs within silos and fail to alert others who need to know, it is harder to appropriately intervene, prevent, and respond to an actual violent incident.”
Star performers should be kept in line regardless of their productivity level, say experts, and companies must cultivate a civilized workplace from within and by leaders exhibiting acceptable behaviors. Workers also need alternate avenues of reporting bullying incidents, separate from supervisors, and workers should feel comfortable calling out supervisors and others engaging in aggressive behaviors.
All investigations and complaint processes should be well-documented.

Security Director’s Report (07/08) Vol. 2008, No. 7
SACS Consulting and Investigative Services, Inc.
1-888-722-7937
www.sacsconsulting.com
info@sacsconsulting.com

Official Blogsite
www.liferage.com

Tim Dimoff, President, Speaker, Author, Expert web site:
www.TimothyDimoff.com