REGION V – SAFETY AND HEALTH PROGRAM – SECTION VIII VIOLENCE IN THE WORKPLACE VIOLENCE IN THE WORKPLACE SAFETY AND HEALTH PROGRAM

VIOLENCE IN THE WORKPLACE This Workplace Violence information was developed to provide guidance to all employees in the event of a threat taking place in the workplace. The following information is to assist in bringing any threatening situation to a successful conclusion.

Who is vulnerable? Workers who: Have contact with the public Exchange money Deliver passengers/goods or services Work alone or in small numbers Work late at night or early morning Work in high crime areas

Where Did The Incidents Occur? 61% in private companies 30% in government agencies 8% involved self-employed individuals

Reported Only 47% of incidents reported to police Of those who DID NOT report: 38% reported to another “official” 22% thought it was a “personal” matter 24% thought it wasn’t “important” enough to report

VIOLENCE IN THE WORKPLACE Definitions Assault To attack someone physically or verbally, causing bodily or emotional injury, pain, and/or distress. This might involve the use of a weapon, and includes actions such as hitting, punching, pushing, poking, or kicking. Click once to show Assault Ask the group to give some examples of Assault. Then Show definition To attack someone physically or verbally, causing bodily or emotional injury, pain, and/or distress. This might involve the use of a weapon, and includes actions such as hitting, punching, pushing, poking, or kicking.

VIOLENCE IN THE WORKPLACE Definitions Intimidating Behavior Threats or other conduct which in any way creates a hostile environment; impairs Agency operations; or frightens, alarms, or inhibits others. Verbal intimidation may include: False statements that are malicious Disparaging Derogatory Disrespectful Abusive Rude Click once to show Intimidating Behavior Ask the group to give some examples of Intimidating Behavior Then Show definition

VIOLENCE IN THE WORKPLACE Definitions Threat Any oral or written expression or gesture that could be interpreted by a reasonable person as conveying intent to cause physical harm to persons or property. Click once to show Threat Ask the group to give some examples of Assault. Then Show definition

VIOLENCE IN THE WORKPLACE Example Workplace Violence Workplace violence is an action (verbal, written, or physical aggression) that is intended to control, cause or is capable of causing, injury to oneself or others, emotional harm, or damage to property Click once to show Workplace Violence Ask the group to give some examples of Assault. Then Show definition

Categories of Workplace Violence Violence by Customer/Clients The perpetrator has a legitimate relationship with the organization The recipient of services provided by the affected workplace or victim Give samples reflecting on your location. Such as inspections, informal's, etc.

Violence by Customers or Clients Potential Risk Factors Working in isolation Working after regular hours Lack of controlled access to worksite Dealing with customers with past violent behavior Potential weapons easily visible and accessible Lack of a quick means of communication Lack of alternate escape route (Good interaction slide) Have the trainees give examples of potential risk factors in their locations. Then open the rest of the slide

Violence by Customers or Clients Reducing the risk factors Training Controlled access to work site Avoidance of employee isolation factors Quick communication method(s) No easy access to potential weapons Worksite set-up so employees are not trapped from exiting Security personnel Post laws against assault, stalking or other violent acts (Good interaction slide) Have the trainees give examples of how to reduce the risk in their locations. Then open the rest of the slide

Categories of Workplace Violence Violence by Co-Workers The perpetrator is an employee or past employee of the organization who attacks or threatens fellow past or present employees May be seeking revenge for what is perceived as unfair treatment Includes employees, supervisors and managers

Violence by Co-Workers Potential Risk Factors High stress in the workplace (impending layoffs) and outside, non-work related stress Lack of appropriate management protocols for disciplinary actions Individual with a history of violent behavior Lack of appropriate training for supervisors

Violence by Co-Workers Reducing the risk factors Training Enforced policy on zero tolerance for workplace violence Management policy for disciplinary actions Access to employee assistance program or other counseling services Policy prohibiting weapons Security personnel Post laws against assault, stalking or other violent acts Explain what can be done to reduce the risk.

Preventing Workplace Violence Three general approaches to prevention 1. Environmental 2. Administrative/Organizational 3. Training Source: University of Iowa, Injury Prevention Research Center, February 2001

Preventing Workplace Violence Environmental Adequate inside and outside lighting Secure entrances and exits Security hardware Key cards Smart cards Biometric systems Physical barriers Metal and Explosives Detectors Security Services Specialized customer/client meeting rooms Ask for examples of environmental items Explain some used in your location Adequate inside and outside lighting Secure entrances and exits Security hardware Key cards Smart cards Biometric systems Physical barriers Metal and Explosives Detectors Security Services Specialized customer/client meeting rooms

Preventing Workplace Violence Administrative/Organizational – the single most effective tool is the development and implementation of a written program. Explain manual, if you can show the location. Explain the web site location if used.

Special Considerations For Managers/Supervisors Indicators that employees need immediate intervention – Early warning signs: Inability to concentrate Violation of safety procedures New, sudden involvement in accidents or violations Changes in health or hygiene Unusual or sudden behavioral change Fascination with weapons Alcohol and/or drug abuse Excuses and Blaming Depression This is a good time to ask for examples from the trainee's. What would you look for.

Special Issues for Field Staff Maintain periodic contact throughout field duty Identify, recognize, and report potentially dangerous situations NEVER put yourself or your fellow employees at risk – remove yourself from the situation. Explain if you leave the office for work, stay in contact with the office. Let people know of a change in your plans.

OFFICE SECURITY MEASURES Ensure that employees in your office are familiar with any security procedures established within your office 1. 2, 3. 4. Input special items established in your office

Action by Employee IF YOU ENCOUNTER WORKPLACE VIOLENCE IN AN OFFICE: Report any incidents of a serious nature (such as threat, assault, or other acts of violence) to a Manager. Give name and contact information of OSHA Manager For more information see the SHMS manual section C Page 10-3.

According to NIOSH More than 70% of American workplaces DO NOT have a formal program or policy in place to address workplace violence! Employers have a legal and/or moral obligation to provide a safe workplace!

OVERRIDING CONSIDERATION The most important point to keep in mind is, IF BODILY HARM TO ANY PERSON OR PERSONS IS IMMINENT, CALL 911 OR YOUR LOCAL POLICE.

OSHA Complaint /Inspection Criteria for Initiating Inspections. Known risk factors to consider, while each of these factors shall be considered, they would not individually trigger an inspection. • Working with unstable or volatile persons in certain healthcare, social service or criminal justice settings. • Working alone or in small numbers. • Working late at night or during early morning hours. • Working in high-crime areas. • Guarding valuable property or possessions. • Working in community-based settings, such as community mental health clinics, drug abuse treatment clinics, pharmacies, community-care facilities and long term are facilities. • Exchanging money in certain financial institutions. • Delivering passengers, goods or services.

OSHA Complaint /Inspection Evidence of employer and/or industry recognition of the potential for workplace violence in OSHA-identified high risk industries, such as healthcare and social service settings and late night retail

OSHA Complaint /Inspection Feasible abatement methods exist to address the hazard(s). Some examples applying this criteria to various types of situations. The first example presents facts where OSHA would investigate

OSHA Complaint /Inspection Example 1 – Inspection to be conducted A patient in the psychiatric ward attacks a nurse at a local hospital. Known risk factor – YES - Working with unstable or volatile persons in healthcare. Industry and/or Employer Recognition – YES - Large body of studies on the existence of potential workplace violence in these types of healthcare settings. Previous incidents reported to employer. Existence of feasible means of abatement – YES - Large body of work on feasible means of abatement available to address workplace violence in these types of healthcare settings (e.g., having two or more employees present when unstable clients are at the facility).

OSHA Complaint /Inspection Example 2 – No inspection conducted A disgruntled acquaintance stabs an employee of a bookstore at work. • Known risk factor – NO - The incident covers only some of the risk factors, and the hazard could not have been reasonably anticipated. - The bookstore was not in a high crime area. - The incident occurred at 10 a.m. in a store with five employees present. - The only employer knowledge was that the employee and acquaintance appeared to argue prior to the stabbing. • Industry and/or Employer Recognition – NO - No industry history of violence at bookstores and no reason for the employer to anticipate such an incident. • Existence of feasible means of abatement – NO - No known prevention measures for random acts of violence in this type of workplace setting.

OSHA Complaint /Inspection Example 4 – Area Director discretion required Employees at a financial institution were shot. • Known risk factor – YES - Exchange of money. However, information needs to be gathered regarding the type of workplace where the incident occurred (i.e., a stand-alone bank, a credit union in an office building, a quick loans or check cashing storefront). - Was the establishment in a high crime area? - Was the financial institution held up? - What were the circumstances surrounding the violent incident? - Was the perpetrator an acquaintance of any of the employees? - What interactions occurred between the perpetrator and employees?

OSHA Complaint /Inspection Industry and/or Employer Recognition – YES - Studies exist on the potential for armed robberies at financial institutions. - Were there any engineering controls in place to address incidents of workplace violence, such as bulletproof glass and buzz-in entries? • Existence of effective abatement methods – Unknown - Are there feasible abatement methods available to reduce or eliminate the possibility of future incidents? - Feasible abatement methods would depend on the type of incident that occurred and the institution.

OSHA Complaint /Inspection Fatality/Catastrophe An inspection will generally be conducted where there is a death of one or more employees or hospitalization of three or more employees. The Area Director could determine, after assessing the facts and applying the criteria, that it will not be feasible to initiate an inspection.

Resources http://osha.gov/SLTC/workplaceviolence/ OSHA Consultation Program NIOSH www.cdc.gov/niosh/doc/2002-101 Public Safety Officials Local and state law enforcement agencies Trade Associations Unions and Insurers Human Resource and Employee Assistance Professionals

Summary Sharing the information with your colleagues and staff. Engaging all workers in helping to achieve and sustain a safe and healthy work environment! Your questions are very welcome

Contact Info Brett Beall Compliance Assistance Specialist (CAS) OSHA Baltimore/Washington Area Office Airport Square, Bldg. 19 1099 Winterson Rd., Suite 140 Linthicum, MD 21090-2218 Office: 410-865-2055 Fax: 410-865-2068 Email: beall.brett@dol.gov Thank You!