Workplaces don't always run perfectly, and people don't always get treated the way they should.

Ronald E. Brown Sr., president of Performance Excellence.Biz in Pensacola, which focuses on leadership, competency training and improving human resource performance, offers his advice on what to do if you believe a situation could result in violence or if you are being discriminated against.

Q: If I am aware of a situation in my office with the potential for a violent eruption, what are the first steps I should take?

A: You should not take it upon yourself to intervene or try to deal with the problem without the management chain of leadership. If your company does not have a "Violence in the Workplace" policy, you should recommend that management get the information and develop one. You can get information from the local chambers of commerce, police department, safety and human resource organizations, or the Internet. It is critical that each site manager and employee understand the process and responsibilities on preventive workplace violence and harassment. There is a standardized process to gather information and work with employees in a threatening situation. Don't try to fix it on your own or put yourself in danger.

Q: What should I do if I believe I have been discriminated against because of my sexual orientation?

A: Depending on the company's size, employee population and their customer base you may have protection under the Office of Federal Contract Compliance, your company or state anti-discrimination policies.

The first action you should take is to notify management of your concern.

Be specific and descriptive of the actions that have taken place and how you have interpreted them as discriminatory and different to how other employees are treated. Do not give any specifics as to why you think the organization is treating you in this manner -- let the organization indicate it might be due to your orientation. If it continues, you could have legal options. You should consult with a local attorney for compliance with local and state protective laws if the treatment continues after notifying management and human resources.