VIEWS: 186 PAGES: 38

									Prevention of Violence in
     the Workplace
  An Overview to the Prevention Of Violence in the Workplace

               Presented by Dean McCann

Workplace violence is any physical
assault, threatening behavior, or verbal
abuse occurring in the work setting.
A workplace may be any location either
permanent or temporary where an
employee performs any work-related
 Workplace Violence Includes:
Beatings        Threats or obscene
Stabbings       phone calls
Suicides        Intimidation
Shootings       Harassment of any
Rapes           nature
Near-suicides   Being followed, sworn
                or shouted at
Verbal threats to inflict bodily harm;
Attempting to cause physical harm;
striking, pushing and other aggressive
physical acts against another person
Verbal harassment; abusive or offensive
language, gestures or other discourteous
conduct towards supervisors, fellow
employees, or the public.

Disorderly conduct, such as shouting,
throwing or pushing objects, punching walls,
and slamming doors.
Making false, malicious or unfounded
statements against co-workers,
supervisors, or subordinates which tend to
damage their reputations or undermine
their authority.
Inappropriate remarks, such as making
delusional statements.
Fascination with guns or other weapons,
bringing weapons into the workplace.
 Types of Workplace Violence
TYPE 1: Violent acts by
criminals who have no other
connection with the workplace,
but enter to commit robbery or
another crime.

TYPE 2: Violence directed at
employees by customers or clients,
for whom an organization provides

TYPE 3: Violence against coworkers, supervisors, or managers by a
present or former employee.

TYPE 4: Violence committed in the workplace by someone who
doesn’t work there, but has a personal relationship with an
employee—an abusive spouse or domestic partner.
    Statistics on Workplace
Homicide is the second leading cause of
death in the workplace
In 1997, there were 856 homicides in
America’s workplaces
Assaults and threats of violence number
almost 2 million a year.

Most common was simple assaults: 1.5
million a year
Aggravated Assaults: 396,000
Sexual Assaults: 51,000
Robberies: 84,000
Homicides: nearly 1,000
    Type I Prevention - Stranger
Environmental interventions
–   Cash control
–   Lighting control (indoor and outdoor)
–   Entry and exit control
–   Surveillance (mirrors and cameras, CCTV cameras)
–   Signage

Behavioral interventions
– Training on appropriate response
– Training on use of safety equipment
– Training on dealing with aggressive, drunk, or otherwise problem

Administrative interventions
–   Hours of operation
–   Precautions during opening and closing
–   Good relationship with police
–   Implementing safety and security policies for all workers
Type II Prevention - Customer

Adequate Staffing with Skilled Personnel

Training to deal with Conflicts

Accreditation Criteria Tied to WPV
Type III Prevention - Co-worker
Evaluating Prospective Workers
    – Preventing worker-on-worker violence begins during the hiring process
      by employers who ensure that job applicants are properly and
      thoroughly evaluated by means of background checks and reference

Training in Policies / Reporting
    – A key in worker-on-worker violence prevention is the comprehensive
       reporting of all prohibited behaviors among workers, including
       threatening, harassing, bullying, stalking, etc. Therefore, training during
       new worker orientation and subsequent refresher training should focus
       on company WPV definitions, policies, and procedures. Also, reporting
       should be strongly encouraged and supported.

Focus on Observable Behaviors
    – The perpetrators are present or former workers who usually have
      substantial knowledge of coworkers, physical surroundings, and often
      security and violence prevention measures. A strong company focus
      and emphasis on the observation and reporting of behaviors that
      generate concern is valuable for the protection of the employees.
     Type IV Prevention – IPV

Training in Policies and Reporting
   – To prevent Type IV violence, company policies and procedures
     must provide workers with clear-cut information about the nature
     of personal relationship or intimate partner violence (IPV), its
     observable traits and cues, and methods for discerning it in
     coworkers. Employers must train workers in what to do if they
     should suspect that a coworker is involved in interpersonal
     violence, either as a victim or perpetrator. Training should
     emphasize the relevant company policies and procedures.

A Culture of Support
   – A company should strive to create a culture of support for victims
     that includes assurances no penalties exist for coming forward,
     complete confidentiality will be observed, safety and security
     protocols will be implemented, and referrals to appropriate
     community services will be provided as options to workers.
      SECTION 5(a)(1)
Each employer shall furnish to each of his
employees employment and a place of
employment which are free from recognized
hazards that are causing or likely to cause
death or serious physical harm
This includes the prevention and control of
the hazard of workplace violence
      Workplace Violence
  Prevention Program Elements
Management Commitment and Employee
Worksite Analysis
Hazard Prevention and Control
Training and Education
Recordkeeping and Evaluation of Program
    Management Commitment
   and Employee Involvement
Complementary and essential
Management commitment provides the
motivating force to deal effectively with
workplace violence
Employee involvement and feedback-enable
workers to develop and express their
commitment to safety and health
Management Commitment (cont’d)

Create and disseminate a clear, simply
worded policy of zero tolerance for
workplace violence.
Ensure no reprisals are taken against
employees who report incidents
Encourage employees to promptly report
incidents and suggest ways to reduce or
eliminate risks
Management Commitment (cont’d)
Outline a comprehensive plan for maintaining
security in the workplace
Assign responsibility and authority for program
to individuals with appropriate training and skills
Affirm management commitment to worker
supportive environment
Set up company briefings as part of the initial
effort to address safety issues
     Employee Involvement

Understand and comply with the workplace
violence prevention program and other safety
and security measures
Participate in employee complaints or
suggestion procedures covering safety and
security concerns
Prompt and accurate reporting of violent
        Worksite Analysis
Step-by-step look at
the workplace, to find
existing or potential
hazards for workplace
   Worksite Analysis (cont’d)
A “Threat Assessment
Team”, “Patient Assault
Team”, or similar task
force may assess the
vulnerability to
workplace violence and
determine appropriate
Hazard Prevention and Control
Engineering controls and workplace
Administrative and work practice controls
Post incident response
       Engineering Controls
Alarm systems and         Safe rooms for use
other security devices    during emergencies
Metal detectors           Install deep service
Closed-circuit video      counters or bullet-
recording for high-risk   resistant glass in
areas                     areas where funds or
                          precious items are
       Administrative and
      Work Practice Controls
State clearly to clients, and employees that
violence will not be tolerated nor permitted
Establish liaison with local police and state
Require employees to report all assaults and
Set up trained response teams to respond to
  Post-Incident Response

Provide comprehensive treatment for
victimized employees and employees who
may be traumatized by witnessing a
workplace violence incident
   Post-Incident Response

Trauma-crisis counseling if needed
Critical incident stress debriefing
Employee assistance programs to assist
Training and Education
            Ensure that all staff
            are aware of
            potential security
            hazards and ways of
     Training and Education
Employees should understand concept of
“Universal Precautions for Violence”, i.e., that
violence should be expected but can be avoided
or mitigated through preparation
Employees should be instructed to limit physical
interventions in workplace altercations unless
designated emergency response team or
security personnel are available
    Training and Education

Training program should involve all
employees, including supervisors and
     Training and Education
Workplace violence       Ways to prevent
prevention policy        volatile situations
Risk factors that        Standard response
cause or contribute to   action plan for violent
assaults                 situations
Early recognition of     Location and
escalating behavior or   operation of safety
warning signs            devices
Recordkeeping and Evaluation
Recordkeeping and evaluation of the violence
prevention program are necessary too
determine overall effectiveness and
Identify deficiencies or changes that
should be made
OSHA Log of Injury and Illness
Medical reports of work injuries assaults
Incidents of abuse, verbal attacks, or aggressive
Information on patients with history of violence
Minutes of safety meetings, records of hazard
analyses, and corrective actions
Records of all training programs
Establish uniform violence reporting system and
regular review of reports
Review reports of minutes from staff meetings
on safety issues
Analyze trends and rates in illness/injury or
fatalities caused by violence
Measure improvement based on lowering
frequency and severity of workplace violence
  The Company’s Response
The nature of the incident,
The circumstances surrounding the incident,
Who is available to respond, and
Who has the skills to deal with the particular
      The Basic Concept

Respond promptly to immediate dangers to
personnel and the workplace.

Investigate threats and other reported

Take threats and threatening behavior
seriously; employees may not step forward
with their concerns if they think that
management will dismiss their worries.
      The Basic Concept
Deal with the issue of what may appear to be
frivolous allegations (and concerns based on
misunderstandings) by responding to each
report seriously and objectively.

Take disciplinary actions when warranted.

Support victims and other affected workers
after an incident.

Attempt to bring the work environment back
to normal after an incident.

For in-depth training in Prevention
   of Violence in the Workplace,
            please visit

To top