WORKPLACE VIOLENCE Coworker Confrontations

How to Use this Presentation Introduction How to Use this Presentation DISCLAIMER This training material presents very important, pertinent information. It should not be assumed, however, that this program satisfies every legal requirement of every state. Some states require the training be developed and delivered by an individual with specific training and experience. This training is AWARENESS LEVEL and does not authorize any person to perform work or validate their level of competency; it must be supplemented with operation and process- specific assessments and training, as well as management oversight, to assure that all training is understood and followed. Your organization must do an evaluation of all exposures and applicable codes and regulations. In addition, establish proper controls, training, and protective measures to effectively control exposures and assure compliance. This program is neither a determination that the conditions and practices of your organization are safe, nor a warranty that reliance upon this program will prevent accidents and losses or satisfy local, state, or federal regulations. This presentation contains base material for use in an instructor-led training setting. You may modify this presentation to satisfy the specific training needs of your organization. On some slides, the display text is supplemented with additional material in the slide notes. This content is licensed for modification and use in a classroom setting. You may not redistribute this material in any form.

Introduction Introduction Workplace violence is not always due to external threats, such as hostile clients or intruders. Factors such as stress, personal history, or even simple differences in opinion or personality type can cause coworkers to exhibit violent or potentially violent behavior towards each other. In order to protect yourself and others, be aware of the warning signs of violent behavior and know how to respond if an incident occurs.

Introduction Course Overview DISCLAIMER This training material presents very important, pertinent information. It should not be assumed, however, that this program satisfies every legal requirement of every state. Some states require the training be developed and delivered by an individual with specific training and experience. This training is AWARENESS LEVEL and does not authorize any person to perform work or validate their level of competency; it must be supplemented with operation and process- specific assessments and training, as well as management oversight, to assure that all training is understood and followed. Your organization must do an evaluation of all exposures and applicable codes and regulations. In addition, establish proper controls, training, and protective measures to effectively control exposures and assure compliance. This program is neither a determination that the conditions and practices of your organization are safe, nor a warranty that reliance upon this program will prevent accidents and losses or satisfy local, state, or federal regulations. Definitions Warning Signs of Violence Employee Responsibilities Employer Responsibilities

1 Definitions What you need to know: The definition of workplace violence Common forms of workplace violence Physical abuse Verbal abuse Sexual abuse Emotional abuse

1 Definitions - Video Workplace Violence is defined as any action meant to injure or demean others in the workplace. Workplace violence is not limited to physical abuse—it extends to verbal, sexual, and emotional abuse as well. Physical abuse refers to any violent or otherwise unwanted contact spanning from relatively minor shoving, grabbing, and fighting to extreme cases involving beatings, rape, and assault with a deadly weapon. Verbal abuse refers to any remarks or actions that insult, demean, threaten, or intimidate others, whether spoken, written, or acted out. Sexual harassment may overlap with physical or verbal abuse, and includes any undesired sexual remarks or gestures, the display of exploitative or pornographic imagery, and unwanted sexual advances. Emotional trauma can result from any form of workplace violence. Remember, that aggressive, threatening, or demeaning behavior without physical contact or words can still be considered emotional abuse.

Warning Signs of Violence 2 Warning Signs of Violence What you need to know: Warning signs and behaviors typical of a potential workplace violence offender

Recognizing Warning Signs 2 Warning Signs of Violence Recognizing Warning Signs Remember, while it is important to recognize warning signs and behaviors that may lead to violence and to report them, at the same time try to avoid jumping to conclusions without sufficient evidence. Report signs of potentially violent behavior to a manager or your Human Resources department. These signs may indicate issues that can be treated or managed with medication or therapy.

Common Traits Increased use of drugs or alcohol 2 Warning Signs of Violence Common Traits Increased use of drugs or alcohol Decreased attention to personal appearance or hygiene habits Resistance to policy or procedural changes Increased severe mood swings Unprovoked outbursts of anger or rage Paranoid behavior Talk of previous violent incidents and empathy towards individuals committing them

2 Warning Signs of Violence Common Traits Increased unprompted talk of firearms, other weapons, or violent crimes Increased talk of personal, financial, or domestic issues in the workplace Increased absences with vague or no explanation Feelings of depression or withdrawal Repeated disregard for organizational policy Unstable or over-emotional reactions Talk of suicide or preparing for death Please note: This list only presents common signs of violent behavior: it is neither comprehensive nor to be used as a diagnostic tool.

Employee Responsibilities 3 Employee Responsibilities What you need to know: The employee’s role in preventing and reporting incidents of workplace violence

3 Employee Responsibilities Zero Tolerance Work together with management to foster a culture of zero tolerance for violence in the workplace. Everyone is responsible for taking appropriate action when made aware of violent incidents.

3 Employee Responsibilities Reporting Report signs of potentially violent behavior to a manager or your Human Resources department. Violent incidents must be reported as promptly as possible, even if nobody is injured. Do not be afraid to make reports. Punishment or retaliation against incident reporters is prohibited.

3 Employee Responsibilities Participation Complete training on your organization’s written Workplace Violence Prevention Program. Give feedback and make suggestions to help organizations know whether the Workplace Violence Prevention Program is working effectively. Cooperate with incident investigations.

Employer Responsibilities 4 Employer Responsibilities What you need to know: The employer’s role in preventing and reporting incidents of workplace violence The components of a written workplace prevention plan The employer’s responsibility to administer the program

4 Employer Responsibilities Incident Response After being made aware of an incident, the organization is required to: Take steps to protect victims of violence from further danger. Implement appropriate corrective actions that are sufficient to prevent abuse from occurring again. Conduct a full investigation of the incident in an effort to determine measures that will prevent similar incidents from occurring again. Provide victims or witnesses of abuse with appropriate medical assistance, psychological counseling, and other forms of trauma care as necessary. Follow OSHA and State reporting requirements for injuries, illnesses, and fatalities resulting from violent incidents.

4 Employer Responsibilities Program Components The Workplace Violence Prevention Program should include information on the following: How to properly report incidents and who to contact How to respond to emergencies When and how to contact law enforcement or additional emergency agencies Methods of diffusing potentially violent situations

4 Employer Responsibilities Program Components The Workplace Violence Prevention Program will also include controls to minimize risk. For example: In order to assure that hazards are minimized and any incidents may be responded to in a timely manner, employers must create and maintain working relationships with: Landlords and facility managers. Lessees. Security, law enforcement, and emergency agencies. Employers must assure that on-site security personnel, if applicable, demonstrate competence in handling violent or potentially violent situations, including methods of diffusing situations or physically intervening if necessary.

4 Employer Responsibilities Program Analysis Employers will regularly evaluate the program and seek input by: Establishing baseline rates of violent incidents for comparison to later observed trends. Arranging for local law enforcement to review the program and applicable worksites and recommend any improvements. Obtaining input from employees, safety committees, or clients on how the program could be improved and whether improvements are working.

Program Analysis After the analysis, employers will: 4 Employer Responsibilities Program Analysis After the analysis, employers will: Make any necessary changes or modifications to the Violence Prevention Program. Evaluate and implement new violence prevention strategies. Monitor implementation of changes to assure their effectiveness.

Recordkeeping Reports of physical, verbal, emotional, or sexual abuse 4 Employer Responsibilities Recordkeeping Employers will keep the following records: Reports of physical, verbal, emotional, or sexual abuse Medical reports for injuries resulting from violent incidents Incident analyses, investigations, and corrective actions taken OSHA injury and illness logs Minutes from training and safety committee meetings Pertinent information on persons with histories of violence Recommendations from law enforcement and emergency agencies for preventing or responding to violent incidents Implemented administrative or work practice changes in attempts to reduce the risk of violent incidents

Summary Summary Workplace violence is any action meant to injure or demean others in the workplace. Foster a culture of zero tolerance for violence in the workplace. Violent incidents must be reported as promptly as possible, even if nobody is injured. Individuals prone to violent episodes may exhibit one or more warning signs before an incident occurs. Employees must know how to recognize danger signs, how to properly report incidents, who to contact, and when and how to contact law enforcement or additional emergency agencies.

Summary Summary Employers must respond to incidents by taking steps to protect victims of violence from further danger and implementing appropriate corrective actions that are sufficient to prevent abuse from occurring again. The Workplace Violence Prevention Program includes procedures for handling incidents and controls to reduce risk. The program must be continually improved. Employers must keep all necessary records. ! Be prepared for workplace violence. Managers and employees must take the time to be trained and equipped.