Trillium Staffing https://pubblog.in.trilliumstaffing.com Your Partner at Work Mon, 21 Nov 2022 19:27:45 +0000 en-US hourly 1 https://wordpress.org/?v=5.0.18 Up In Smoke: After NJCREAMMA, Can Employers Enforce Drug-Testing for Non-CDL Holders? /blog/up-in-smoke-after-njcreamma-can-employers-enforce-drug-testing-for-non-cdl-holders/ /blog/up-in-smoke-after-njcreamma-can-employers-enforce-drug-testing-for-non-cdl-holders/#respond Tue, 01 Nov 2022 15:13:05 +0000 /blog/?p=8250 Continue reading ]]> The recreational use and sale of marijuana was first legalized in the state of Colorado in 2012. Since then, 19 other states have joined their ranks in terms of recreational use, with a total 38 states, plus Washington, D.C., Puerto Rico, and Guam allowing the medical use of marijuana. However, as most people know, the use, sale, and possession of any cannabis or cannabis-derived product with more that 0.3% tetrahydrocannabinol (THC) is illegal in the U.S. at the federal level. These state vs. federal discrepancies create something of a legal paradox.

Marijuana legalization is creating the same kind of problem regarding what to do about professional drivers who test positive for marijuana. For CDL drivers, it’s easy. It is prohibited for CDL drivers to use marijuana under any circumstances, even if the substance is legal in the state in which they reside. Even if a driver consumes a prohibited cannabis product in their off hours in a state where it is legal, if they test positive for it later, they may still be in violation of the Department of Transportation’s zero-tolerance policy at the federal level.

For non-CDL drivers, the employer testing is optional. However, if a driver with a CDL license tests positive for marijuana use, they are also prohibited from driving non-CDL vehicles until they pass the return-to-duty test: another drug test administered under direct supervision. Does that all sound confusing? That’s because it is.

Add to this already tangled web of marijuana laws and efforts to keep the roads safe from drivers under the influence the New Jersey Cannabis Regulatory Enforcement Assistance and Marketplace Modernization Act (NJCREAMMA), passed in February of 2021. Among other things, NJCREAMMA prohibits employers from taking adverse employment action against employees who test positive for cannabinoid metabolites in their blood or other bodily fluids.  In theory, this means that an employer cannot refuse to hire, fire, or discipline an employee who has been shown to have used cannabis. However, NJCREAMMA also upholds the right of employers to maintain a drug and alcohol-free workplace. Therefore, the regulation allows employers to make rules regarding the consumption, use, or influence of marijuana or marijuana products while at work.

At the time of the Act’s original issuance, employers could require employees to submit to a drug test under the following circumstances:

  • Upon suspicion of impairment from cannabis/cannabinoid substances while performing work duties
  • Upon finding any observable signs of marijuana/cannabinoid use at work
  • Following a work-related accident

Under NJCREAMMA, the term “drug test” has been redefined to mean a process using reliable, scientific drug-testing methods administered at work, during work hours (blood, urine, saliva tests) AND an evaluation of person certified as a Workplace Impairment Recognition Expert (WIRE). If both the bodily fluid test and the WIRE evaluation show the employee is under the influence during work hours, the employer may then take adverse employment action. The problem? The state had yet to issue guidance or training protocols for the WIREs.

To that end, the state issued interim guidance in September of 2022 until WIREs can be identified and trained for each workplace. The interim guidance essentially upholds the previous legislation regarding prohibition of adverse employment action unless evidence-based documentation of physical signs of cannabis use or signs of impairment are present. This stop-gap guidance also provides suggestions to help identify signs of impairment due to marijuana use, according to SafetyNews Alert.

California has also recently passed similar legislation preventing adverse employment action against employees who test positive for cannabinoid metabolites. The New Jersey and California laws do not apply to those in certain industries (including CDL holders, as well as federal agency contractors and grantees) and cannot preempt any state or federal laws that require a clean drug test as a condition of employment. However, non-CDL drivers can theoretically use cannabis outside of working hours within these states.

Drug test manufacturers and concerned employers are looking for ways to test for actual impairment on the job, such as employee tests against their own baseline performance and tests for the presence of active THC, the compound that creates the high, in the blood. Until these testing methods have been established, employers must keep a watchful eye out for signs of employee impairment in non-CDL drivers in New Jersey and California.

Disclaimer: This document and any discussions set forth are for informational purposes only, and should not be construed as legal advice.

]]>
/blog/up-in-smoke-after-njcreamma-can-employers-enforce-drug-testing-for-non-cdl-holders/feed/ 0
Trillium Announces Expansion of Professional Division, Promotion of Paul White /blog/trillium-announces-expansion-of-professional-division-promotion-of-paul-white/ /blog/trillium-announces-expansion-of-professional-division-promotion-of-paul-white/#respond Wed, 19 Oct 2022 12:51:01 +0000 /blog/?p=8232 Continue reading ]]> Founder and CEO of the Trillium brand of staffing companies René Poch, recently announced the expansion of the Trillium Professional brand and promotion of long time employee Paul White.

“Paul White has been with our Trillium Driver division as an Area Manager for 7 years and has had a remarkable track record during that time. Paul owned and operated a successful professional staffing company in California before joining Trillium so he brings a wealth of knowledge with him. He is both excited and passionate about this opportunity.” – René Poch, CEO

 

Trillium Professional previously specializing in the recruitment of accounting and finance, will also now include the Trillium Technical division who has been providing IT and engineering recruitment since 1984 under the Trillium Technical and formerly Computer and Engineering Services brands. As part of this strategy Paul White Area Manager with Trillium for seven years, was promoted to the position of Vice President of Trillium Professional.

“A CEO at a large firm in Peoria, IL said to me after we started a search for a controller for her ‘ I didn’t realize that I could get this level of service and delivery from a search firm.’ I told her you can’t except from this one.  We’ve been throwing life preservers to executives for years. We placed 2 direct hire candidates and 2 contractors with her in 6 months in three business verticals accounting, engineering and technical. Consolidating the power of our professional services, just makes sense. It allows our clients a seamless process to hire professionals in multiple verticals without starting from scratch in educating a firm on their company culture and priorities in a candidate.” – Paul White, VP of Trillium Professional

 

For more information on Trillium Professional, please visit www.trilliumprofessional.com.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Accounting and Finance, and Trillium Professional. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., and a 2022 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

]]>
/blog/trillium-announces-expansion-of-professional-division-promotion-of-paul-white/feed/ 0
Back To School Safety Tips for Drivers /blog/back-to-school-safety-tips-for-drivers/ /blog/back-to-school-safety-tips-for-drivers/#respond Thu, 18 Aug 2022 19:50:41 +0000 /blog/?p=8214 Continue reading ]]> The laid-back days of summer are almost over. Over the next few weeks, most schools in the U.S. will be resuming classes for the fall. It’s a time of exciting new beginnings for teachers and students, but it also is a time of greater headaches for drivers of all types. Carpools and buses will soon be flooding the streets again, adding new times of high traffic. Seasoned drivers are likely fully aware of the dangers of changing weather such as earlier darkness, slippery leaves, ice, and snow. However, unless you currently have children attending school, a few school year changes to road safety may not be as front-of-mind. Here are a few safety challenges to watch out for as students head back to classrooms.

Ensure distraction-free driving

Backpack-laden children will soon be out in force walking to school buildings from homes and parked cars, or riding bikes, scooters, or skateboards. Unfortunately, children aren’t always the most safety conscious. That’s why it is up to drivers to be vigilant, avoiding distractions like phones, eating and drinking, or even attempting to use GPS while in motion. Pay extra attention when backing up as well, as you never know when a child might pop up unexpectedly behind you.

Beware of glare

Although most associate sunnier days with summer, it is actually in fall when the glare is at its worst, due to the sun’s position in the sky being lower during fall and winter months. The lower position of the sun hits the eyes of drivers at a more direct angle, sometimes completely obscuring a driver’s view of the road, other vehicles, and pedestrians. Unfortunately, peak glare time for the A.M. often corresponds to the times when schoolchildren might be walking or driving home from school. In order to increase visibility even when the glare gets severe, keep your windshield clean, remove any obstructions from your dashboard, and be sure to keep polarized sunglasses in your vehicle at all times.

Watch for school zones & bus stops

Although it is typically better to stick to highways and interstates to avoid back-to-school traffic, there will be times when taking backroads is unavoidable. Therefore, it is important to be aware of any school zones and bus stops you may encounter, especially when it may be less clear where schools are located when driving on backroads. When possible, avoid school zones altogether. If you can’t avoid them, give yourself extra time as the speed limit is at least 10 MPH slower.

Just being aware of these safety challenges can go a long way to improve the well-being of schoolchildren and drivers alike.

]]>
/blog/back-to-school-safety-tips-for-drivers/feed/ 0
Trillium Recognized as one of the 100 Largest Staffing Firms in the US in 2022! /blog/trillium-recognized-as-one-of-the-100-largest-staffing-firms-in-the-us-in-2022/ /blog/trillium-recognized-as-one-of-the-100-largest-staffing-firms-in-the-us-in-2022/#respond Wed, 10 Aug 2022 14:41:43 +0000 /blog/?p=8202 Continue reading ]]> René Poch founder and CEO of Trillium Staffing, recently announced that Trillium has been recognized as one of the 100 Largest Staffing Firm in the United States by Staffing Industry Analysts in 2022. This is the second year running!

“Many years ago when we started the company we felt that there were a couple of things that we needed to do particularly well. The first was to give great customer service, that means finding the absolute best candidate for the jobs that we have available. Today, we use a partnership approach between our candidates and our clients to find the best possible career matches,” states René Poch, CEO.

Trillium Staffing was founded in Battle Creek, Michigan in 1984, by founder and CEO René Poch. Since that time, René Poch has steadily expanded the employment service to include seven companies with over 100 locations across the nation. Today, Trillium is proud to be recognized as a national leader in recruitment and staffing, providing service to thousands of clients and employees in various capacities across the country.

The organization’s commitment to excellence has been the driving force behind its growth and expansion. Trillium is proud to employ a full time risk management team to help clients identify areas of liability and provide an unsurpassed safety program for their employees.

With a recruitment team of approximately 400 individuals nationwide, Trillium excels at attracting, identifying, and recruiting some of the best candidates in each line of work. Trillium uses the latest technology and sourcing tools available to locate and identify talent for some of the industry’s hardest to fill positions. Trillium employees have access to careers with some of the nation’s leading employers along with competitive pay and benefit options.

“We have the same commitments to each and every one of our employees as we do our clients. We have high expectations and our requirements are stringent. Once you become an employee of Trillium, we’ll do everything in our power to help you succeed and meet your career goals. When our employees are successful, we’ve done our job,” stated René Poch, CEO.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Accounting and Finance, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., and a 2022 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

]]>
/blog/trillium-recognized-as-one-of-the-100-largest-staffing-firms-in-the-us-in-2022/feed/ 0
Tips for Staying Cool & Safe During Extreme Heat /blog/tips-for-staying-cool-safe-during-extreme-heat/ /blog/tips-for-staying-cool-safe-during-extreme-heat/#respond Thu, 30 Jun 2022 19:38:21 +0000 /blog/?p=8191 Continue reading ]]> Even as the effects of the pandemic begin to wane across the U.S. a new crisis is emerging—that of brutal heatwaves across the country. According to The National Weather Service, the already blistering temperatures experienced by as much as 70% of the U.S. population in June of 2022 are likely to continue, with a hotter-than-average July, August, and September on the horizon.

For those who make a living driving trucks, heatwaves can be problematic. According to a 2018 study published in Temperature, cars parked in the sun on a hot day can go from 85 degrees to 116 degrees in just an hour due to the way heat and humidity can become trapped inside an enclosed space. This means that just being inside of a vehicle without the air conditioning on can be a dangerous prospect, even with the windows open.

Of course, most truck drivers do much more in the course of their busy days that can cause harm to their bodies in extreme heat such as securing a load, inspecting the truck, or parking in a no-idle space without shade, not to mention manual labor tasks such as loading and unloading freight with a pallet jack, hand cart, etc. Due to the nature of the occupation, drivers may find themselves at a higher risk of heat-related health complications such as heat exhaustion or its more serious cousin, heatstroke.

How to recognize heatstroke

In the summer months, drivers should remain aware of symptoms of heatstroke so they can recognize the signs and seek immediate the medical attention required by this condition. Without treatment, heatstroke can lead to serious health complications and cause damage to your heart, brain, muscles, and kidneys, and can even lead to death. The damage increases over time without proper medical treatment, so do not delay seeking treatment if heatstroke is suspected.

The most common heatstroke symptoms include the following and can happen suddenly—within 10-15 minutes if body temperatures rise above 106 degrees.

  • Throbbing headache
  • Nausea and/or vomiting
  • Racing heart rate
  • High body temp (over 104 degrees F)
  • Strange behavior such as disorientation or confusion
  • Lack of sweating despite the heat
  • Muscle weakness or cramps
  • Rapid breathing

Preventing heatstroke

The best treatment for heatstroke is obviously to avoid it altogether. Here are a few ways to keep cool during high temps.

  • Wear lightweight, light-colored clothing with a wide-brimmed hat if possible.
  • Use a sunscreen with SPF 30 or higher
  • Drink extra fluids. It is recommended to drink 6-8 glasses of water, fruit, or vegetable juice a day to stay hydrated. However, in extreme heat you should aim to drink 8oz of water every 20 minutes
  • Avoid high-caffeine beverages such as coffee, soda, or energy drinks as these can worsen dehydration
  • Choose a beverage with extra electrolytes such as Liquid IV or coconut water. These beverages not only keep you hydrated, but they also prevent a dangerous drop in electrolytes that contributes to health problems
  • Take frequent breaks in a shaded or air-conditioned space

Extreme heat is the deadliest weather condition and should be taken seriously. Be aware that health conditions such as obesity, heart disease and diabetes, as well as certain medications can increase your risk of an extreme reaction to heat. Make sure to take proper precautions when working in high temps to keep yourself safe and healthy. If heatstroke is suspected, seek professional medical attention immediately so you can continue to enjoy all the other perks of summertime for many years to come.

]]>
/blog/tips-for-staying-cool-safe-during-extreme-heat/feed/ 0
Trillium Recognized as a National Best and Brightest Company to Work For in 2022! /blog/trillium-recognized-as-a-national-best-and-brightest-company-to-work-for-in-2022/ /blog/trillium-recognized-as-a-national-best-and-brightest-company-to-work-for-in-2022/#respond Wed, 15 Jun 2022 15:06:56 +0000 /blog/?p=8176 Continue reading ]]> The Trillium brand of staffing companies is excited to announce their recognition as a National Best and Brightest Companies to Work For in 2022! The awards competition provides the national business community with the opportunity to showcase their best practices and demonstrate why they are an ideal place for employees to work. The awards are presented to organizations based on nominations and direct feedback from employees of each organization.

“We have the same commitments to each and every one of our employees as we do our clients. We have high expectations and our requirements are stringent. Once you become an employee of Trillium, we’ll do everything in our power to help you succeed and meet your career goals. When our employees are successful, we’ve done our job,” stated René Poch, CEO.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Technical, and Trillium Environmental. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., named on the Forbes America’s Best Temporary Staffing Firms in 2022, and a 2020 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

]]>
/blog/trillium-recognized-as-a-national-best-and-brightest-company-to-work-for-in-2022/feed/ 0
Trillium Staffing Recognized by 101 Best and Brightest Companies to Work For in 2022! /blog/trillium-staffing-recognized-by-101-best-and-brightest-companies-to-work-for-in-2022/ /blog/trillium-staffing-recognized-by-101-best-and-brightest-companies-to-work-for-in-2022/#respond Mon, 06 Jun 2022 15:18:05 +0000 /blog/?p=8161 Continue reading ]]> Trillium Staffing is excited to announce that once again they have been recognized by West Michigan’s 101 Best and Brightest Companies to Work For in 2022. The awards competition provides the regional business community with the opportunity to showcase their best practices and demonstrate why they are an ideal place for employees to work. The awards are presented to organizations based on nominations and direct feedback from employees of each organization.

“We have the same commitments to each and every one of our employees as we do our clients. We have high expectations and our requirements are stringent. Once you become an employee of Trillium, we’ll do everything in our power to help you succeed and meet your career goals. When our employees are successful, we’ve done our job,” stated René Poch, CEO.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Technical, and Trillium Environmental. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., named on the Forbes America’s Best Temporary Staffing Firms in 2022, and a 2020 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

]]>
/blog/trillium-staffing-recognized-by-101-best-and-brightest-companies-to-work-for-in-2022/feed/ 0
How Trillium Maintains Safety Standards in a Difficult Driver Recruitment Climate /blog/how-trillium-maintains-safety-standards-in-a-difficult-driver-recruitment-climate/ /blog/how-trillium-maintains-safety-standards-in-a-difficult-driver-recruitment-climate/#respond Tue, 24 May 2022 19:22:46 +0000 /blog/?p=8131 Continue reading ]]> The American Trucking Associations estimates the driver shortage in 2021 topped 80,000 drivers, and experts are worried that number could skyrocket to over 160,000 by 2030. While this shortage can be attributed to several causes, there is one thing that we can state definitively—no matter how challenging driver recruitment and retention become, Trillium Driver Solutions (TDS) will never cut corners on safety.

Part of our safety-oriented culture at TDS is making sure our high safety standards are met, even when it can be difficult to find & retain the right qualified driver.

Since the trucking industry is still searching for ways to increase the availability of drivers, retention is truly the name of the game with fewer overall candidates. Safety is a major part of keeping the qualified drivers you want since the best drivers want a safe working environment with co-workers and supervisors who are equally safety aware.

Retention starts with recruiting

Good driver retention begins at the initial hiring process. Too often what the client wants and what the driver needs are not communicated effectively, which leads to high turnover. Miscommunication or ineffective vetting processes can also lead to lapses in safety if a driver is sent to a job where the physical or equipment requirements are beyond what they can handle. That’s why, when vetting driver candidates at TDS, we start by making sure we have the right person in the right role. For example, if the job requires heavy lifting or the use of specific equipment, we make sure the candidate has quality experience with those needs. We look at all their past employment history, so we have a record of all of their work experience. We make sure to clearly communicate the expectations of the client to the candidate before they are sent on the job.

Another important step to our process is a deep dive on the safety history of every driver we hire. We check their state DMV Motor Vehicle Record (MVR), along with PSP and DAC reports upon client request. These reports enable us to screen out any candidates that have a history of poor driving or other safety violations.

Retention doesn’t stop with the hire

One complaint we often hear from drivers recruited by companies or individuals other than TDS, is that after they are hired, the recruiters that seemed so interested in helping them find the right role suddenly disappear. At TDS, our relationship with our drivers is important to us, even after they are placed. Our team is in constant communication with our placements to ensure they are happy with the position. We check in with our drivers to make sure all safety standards are met by the customer. Our drivers know they are valuable assets, and our team treats them as such.

We offer referral bonus programs to all of our drivers to send other qualified candidates our way. The referral program is open even to drivers who have left TDS for whatever reason. Not only do we consider our drivers part of the TDS family but maintaining great relationships with former drivers is also a valuable recruitment source. A good referral from a qualified and safe driver means a lot more to us than data sent from a job posting site.

Recruiting and retaining drivers is a tough business these days, but if we maintain a focus based on safety and quality relationships with our drivers, it is a challenge we can certainly meet.

 

]]>
/blog/how-trillium-maintains-safety-standards-in-a-difficult-driver-recruitment-climate/feed/ 0
Trillium Awarded on the Forbes America’s Best Temporary Staffing Firms 2022 List /blog/trillium-awarded-on-the-forbes-americas-best-temporary-staffing-firms-2022-list/ /blog/trillium-awarded-on-the-forbes-americas-best-temporary-staffing-firms-2022-list/#respond Tue, 03 May 2022 17:51:08 +0000 /blog/?p=8101 Continue reading ]]> Trillium is excited to announce their appointment to the Forbes America’s Best Temporary Staffing Firms 2022 List!

“It remains a humbling experience any time our incredible staff is recognized for their performance. Our teams work exceptionally hard to partner the best possible match of talent and career opportunity so this award being based off of the direct feedback of clients and job seekers is incredibly special to us.” -Jenna Mathieu, Director of Marketing

Trillium was ranked 113 out of more than 22,000 nominations in the country. The award ranking is based on an independent survey of peers and clients. Feedback from external recruiters, hiring managers at client companies and job seekers are considered. The full list of winners is available on Forbes website.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Accounting and Finance, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., and a 2021 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

 

]]>
/blog/trillium-awarded-on-the-forbes-americas-best-temporary-staffing-firms-2022-list/feed/ 0
How You Can Prevent Workplace Violence: 5 Warning Signs of Escalating Behavior & How to Respond /blog/how-you-can-prevent-workplace-violence-5-warning-signs-of-escalating-behavior-how-to-respond/ /blog/how-you-can-prevent-workplace-violence-5-warning-signs-of-escalating-behavior-how-to-respond/#respond Wed, 20 Apr 2022 13:25:09 +0000 /blog/?p=8086 Continue reading ]]> Everyone has been talking about that Oscars slap. Less is being said about the reaction and de-escalation efforts of presenter Chris Rock, but Rock’s response is one of the main takeaways from the situation. It’s essential to keep a cool head when violence in the workplace starts to emerge, and all organizations should provide best practices to deescalate and even prevent workplace violence, especially in these troubling times.

A Violence Epidemic

According to the National Safety Council, a leading non-profit safety advocate for the workplace and roadways, over 20,000 assault-related injuries and 392 deaths resulted from workplace violence in 2020. The National Institute for Occupational Safety and Health (NIOSH) reported in 2021 that violence is the second leading cause of death in the workplace, closely behind vehicle accidents, and according to the Bureau of Labor Statistics (BLS), homicide is the number one cause of death for women in the workplace.

These sobering statistics raise the question of what can organizations and employees do to stop workplace violence in its tracks before it becomes another troubling headline?

According to Eric Waidelich, Manager of Operations and Business Development at Rizikon, a risk management consulting firm, the number one step anyone can take to reduce workplace violence is to recognize the warning signs of escalating behavior and respond promptly with the appropriate de-escalation tactic.

What is Behavior Escalation?

Behavior escalation means that a person is showing a certain pattern of behavior that can get worse over time and follows a specific pattern. By responding with a de-escalation tactic, that pattern may be interrupted and hopefully, a resolution can be reached. Keep in mind that not every person will go through these stages in this exact order, and your response also should adjust accordingly. When confronted with a person showing these warning signs, be sure to assess your own physical safety before proceeding.

The 5 Signs of Behavior Escalation and How to Respond Source: Eric Waidelich and OSHA Academy

Stage One: Confusion

Warning signs:

● Bewildered or distracted appearance

● The subject seems unsure or uncertain of what to do next

● The subject may seem overwhelmed

Helpful Responses:

● Listen attentively. Don’t directly challenge.

● Ask clarifying questions to seek understanding (example, “What I’m hearing you say is ______”

● Give factual information

Stage Two: Frustration

Warning signs:

● Impatient and reactive behavior

● Resistant to information you are giving

● Appears defeated

● May try to bait you into an argument

Helpful Responses:

● Continue to listen and offer factual information

● If possible, relocate to a quiet location (try to have another person with you whenever possible and always an escape route in mind)

● Provide reassurance

● Make a sincere attempt to clarify concerns

Stage Three: Blame

Warning signs

● Subject places blame for problems on everyone else

● Critical of the actions of others

● Subject may accuse you or hold you responsible

*Here the subject may cross over into potentially hazardous behavior

Helpful Responses

● Disengage with the person and bring a second party into the discussion

● Use a teamwork approach

● Draw the person back to the facts

● Show respect and concern

● Focus on areas of agreement to help resolve the situation

Stage Four: Anger

Warning Signs

● The subject will show a significant change in body posture

● The subject may engage in aggressive behaviors like shouting, screaming, cursing, pointing fingers, pounding with fists, placing hands on head & closing eyes

*Anger behaviors are red flags that your safety may be at risk. Assess your physical safety before continuing to engage.

Helpful Responses

● Don’t argue with the person

● Maintain a safe physical distance and know your escape route

● Don’t offer solutions – rational discussion is over

● Ask the person to leave – be firm, but calm

Stage Five: Hostility

Warning Signs

● Physical action or threats seem about to happen

● There is immediate danger of physical harm or property damage

● Out-of-control behavior shows the subject has crossed the line

Helpful Responses

● Disengage and evacuate the area entirely or to a secure location

● Attempt to isolate the person if it can be done safely (put a barrier between them and you)

● Alert proper authorities and contact your supervisor

The statistics above paint a grim picture of the reality of workplace violence all around us, but awareness of the warning signs is a major step in the right direction. As you approach a person displaying the above warning signs, it is essential to project calm confidence rather than confrontation. Avoid criticizing or lecturing; rather, focus on the feelings, themes, and motivation revealed by the speaker. Fortunately, in the recent Oscars scandal, Chris Rock was able to quickly assess the problem and respond in a de-escalating manner. Sometimes being a hero requires only some empathy and a listening ear.

]]>
/blog/how-you-can-prevent-workplace-violence-5-warning-signs-of-escalating-behavior-how-to-respond/feed/ 0