Workplace Violence Prevention
Welcome to Sojourner Recovery Services’ training on Workplace Violence Prevention. Below you will find some general information on this subject as well as agency guidelines about how we prevent workplace violence. This is not intended to be a comprehensive training and further training may be required. If you have questions or concerns, please contact your supervisor or an administrator.
Introduction:
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 duty. This includes, but is not limited to, the buildings and surrounding perimeters, including the parking lots, field locations, clients’ homes and traveling to and from work assignments.
Workplace violence includes: beatings, stabbings, suicides, shootings, rapes, near suicides, psychological traumas, threats or obscene phone calls, intimidation, harassment of any nature, being followed, sworn or shouted at.
Other examples include: verbal threats to inflict bodily harm, including vague or covert threats; attempting to cause physical harm; striking, pushing, or other aggressive physical acts against another person; verbal harassment, abusive or offensive language, gestures or other discourteous conduct toward 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 coworkers, supervisors, or subordinates which tend to damage their reputations or undermine their authority; inappropriate remarks, such as making delusional statements; and, fascination with guns or other weapons, or bringing weapons into the workplace. These acts may be committed by strangers, customers or clients, coworkers, or by personal friends or family.
Homicide is the second leading cause of death in the workplace. In 1997, there were 858 homicides in America’s workplaces. The economic impact of workplace violence includes lost productivity, legal expenses, property damage, diminished public image, increased security costs-leading to billions of dollars spent annually.
There are several risk
factors considered in recognizing workplace violence. Included are:
· Prevalence of handguns and other weapons among clients, their families or friends.
· Increasing number of acute and chronically mentally ill patients being released from hospitals without competent follow-up care, who now have the right to refuse medicine and who can no longer be hospitalized involuntarily unless they pose a threat to themselves or others.
· Unrestricted movement of the public in clinics and hospitals.
· In residential settings, low staffing levels during times of increased activity, such as meal and visiting times, transporting of clients.
· Isolated work with clients during treatment.
In the case of concern regarding a client’s behavior, therapeutic interventions should be conducted with a member of the clinical team and the client. Every effort will be made to assist the client in recognizing behaviors that create problems for them. However, safety is a priority. Depending on the nature of the act, a client may be placed on Therapeutic Observation, may be given a Helping Contract or Behavior Contract, or receive an administrative discharge.
Sojourner is aware of the possibility of workplace violence by employees and is committed to maintaining a safe work environment, free from workplace violence. Therefore, the following measures will be taken to prevent workplace violence:
A. Weapons in the Workplace: Weapons are prohibited on agency property, in agency buildings, in Sojourner vehicles and anywhere while conducting Sojourner business. This prohibition also includes but is not limited to, in lockers, desks, workspace, storage areas, on employees’ persons (i.e. in clothing) and in employee vehicles in Sojourner parking lots. Weapons include, but are not limited to, guns, knives and ammunition. The only exceptions to this prohibition are law enforcement officers on official business and/or special security personnel hired by or approved by Sojourner specifically for protection of Sojourner employees or visitors.
B. Violence or Threat of Violence: Physical violence against another employee or person on Sojourner property or in the course of Sojourner business is prohibited. Also prohibited is making threats of violence, directly, indirectly or implied, whether in person, in writing or by telephone, against Sojourner, its employees or other persons. This may include threats that occur off Sojourner property and during non-work hours. Employees found to have committed violence or threatened violence will be subject to disciplinary action up to and including termination.
C. Violent Tendencies Displayed: Employees involved in any situation where violent tendencies are displayed may be evaluated for continued fitness for employment. If necessary, the employee may be suspended from the workplace until professionally evaluated.
D. Reporting Threats: Employees must immediately report to their Supervisor or the Executive Vice President/COO acknowledging a violent act, potentially violent situation or a threat of violence made.
E. Verification of Candidate Background: Candidates will be screened prior to employment as outlined in Agency Policy. Particular attention will be taken of criminal conviction information suggesting previous violent behavior.
F. Terminated Employees: Individuals terminated involuntarily will not be allowed on Sojourner property except under prescribed and supervised circumstances.
G. Early Stage Problem Resolution: Employees are encouraged to take advantage of available services to address and resolve potential problems and stress-creating situations at an early stage. These services include: speaking with an immediate supervisor, speaking with the Vice President/COO or speaking with the President/CEO.
H. Awareness of the Risk of Violence: Supervisors and employees will be made aware of this policy, the risk of violence in the workplace, and the importance of prevention.
I. Response to Violence or Threat of Violence: All efforts shall be made to defuse a potential violent situation and then should immediately be reported to your supervisor. The supervisor should then notify the Vice President/COO and a meeting should be scheduled within 24 hours. If the situation cannot be defused, 911 should be contacted immediately.
Quiz Instructions:
1. Click on the link below to access the quiz
2. Print the page
3. Complete the quiz
4. Submit the completed quiz to your supervisor
Workplace Violence Prevention Quiz