1 WORKPLACE VIOLENCE RECOGNIZING and PREVENTING WORKPLACE VIOLENCE

2 DEFINITION ANY PHYSICAL OR NON-PHYSICAL ACT THAT RESULTS IN THREATENED OR ACTUAL HARM TO A PERSON OR THREATENED OR ACTUAL DAMAGE TO PROPERTY.

3 DEFINITIONS  Aggravated Assault The crime of physically attacking another person which results in serious bodily harm and/or is made with a deadly or dangerous weapon such as a gun, knife, sword, ax or blunt instrument.

DEFINITIONS  Assault A threat of bodily harm coupled with an apparent, present ability to cause the harm. 4

DEFINITIONS  Battery A criminal offence involving unlawful physical contact, the use of force against another, resulting in harmful, offensive or sexual contact. 5

6 THREATS OR ACTS OF VIOLENCE  CONDUCT AGAINST PERSONS OR PROPERTY THAT IS SUFFICIENTLY SEVERE, OFFENSIVE, OR INTIMIDATING  CREATE A HOSTILE, ABUSIVE, OR INTIMIDATING WORK ENVIRONMENT FOR ONE OR MORE EMPLOYEES.

7 WORK PLACE VIOLENCE INCLUDES o THREATENING WORDS o THREATENING ACTIONS ( WHETHER VERBAL OR NON- VERBAL) o UNLAWFUL POSSESSION OF A WEAPON o ANY ACTION THAT CREATES A BELIEF OF IMMEDIATE OR FUTURE HARM TO ANY PERSON OR PROPERTY

8 PROHIBITED CONDUCT  THREATS OR ACTS OF VIOLENCE OCCURING ON HCMHDDC PROPERTY  THREATS OR ACTS OF VIOLENCE NOT OCCURING ON HCMHDDC PROPERTY BUT INVOLVING SOMEONE WHO IS ACTING IN THE CAPACITY OF A REPRESENTATIVE OF HCMHDDC  ACTS OR THREATS THAT AFFECT INTERESTS OF HCMHDDC ANY ACTS OR THREATS OF VIOLENCE RESULTING IN THE CONVICTION OF AN EMPLOYEE, CONTRACTOR, OR TEMPORARY EMPLOYEE THAT ADVERSELY AFFECT THE INTERESTS OF HCMHDDC.

9 EXAMPLES OF PROHIBITED CONDUCT  HITTING OR SHOVING AN INDIVIDUAL  TREATENING TO HARM AND INDIVIDUAL OR HIS/HER FAMILY, FRIENDS, ASSOCIATES OR THEIR PROPERTY.  INTENTIONAL DESTRUCTION OR THREAT OF DESTRUCTION OF PROPERTY OWNED, OPERATED, OR CONTROLLED BY HCMHDDC.

10 EXAMPLES CONTINUED  MAKING HARRASSING OR THREATENING PHONE CALLS  THREATENING LETTERS OR OTHER FORMS OF WRITTEN OR ELECTRONIC COMMUNICATIONS  INTIMIDATING OR COERCING AN EMPLOYEE TO DO UNLAWFUL ACTS  STALKING ANOTHER PERSON

11 EXAMPLES OF WORKPLACE VIOLENCE  THREATENING TO PLACE A PERSON IN REASONABLE FEAR FOR THEIR SAFETY.  SUGGESTING OR INTIMATING THAT INJURING A PERSON OR PROPERTY IS “APPROPRIATE”.  UNAUTHORIZED POSSESSION OR USE OF A WEAPON (DANGEROUS DEVISES) ON COMPANY PROPERTY.

12 WORKPLACE VIOLENCE  WORKPLACE VIOLENCE BY ANY INDIVIDUAL WILL BE SUBJECT TO LEGAL ACTION AS APPROPRIATE!!!  WORKPLACE VIOLENCE CAN LEAD TO DISIPLINARY ACTION UP TO AND INCLUDING TERMINATION!!!

13 REPORTING WORKPLACE VIOLENCE  NOTIFY SUPERVISOR  NOTIFY HUMAN RESOURCES  NOTIFY ANY MANAGEMENT STAFF (FOLLOW CHAIN OF COMAND)  DOCUMENT INCIDENT ON INCIDENT REPORT

INCIDENT / INJURY REPORTING SYSTEM 14

15 PURPOSE  To identify trends, opportunities for training, or possible risk factors  Insure appropriate corrective actions are taken to resolve issues

16 SCOPE This policy applies to ALL HCMHDDC Employees, Consumers, and Visitors.

17 POLICY  Document & Report consumer, employee, and visitor related injuries or incidences in a timely manner  Monitor for trends  Identify strategies to reduce occurrence of similar incidents  Staff/Employee incidents: Document on injury/incident form, forward to Human Resources

18 Consumer Incident / Injury Procedure  Any Injury / Incident no matter how small or seemingly insignificant will require completion of an Incident / Injury Report  1 st Person who witnesses, discovers or experiences the incident injury will: 1) Provide Aid as Needed (CPR or First Aid) Note: Victim has breathing problems or facial swelling call EMS STAT, Do Not Transport

19 Procedure Cont. 2) Notify the Center Director/Supervisor-on- call 3) The nurse will be notified immediately for the following: a) Injuries that require more than cleaning or a band-aid b) Any un-witnessed fall or report by consumer of a fall c) Any fall w/ blow to head d) Any assault involving head e) Behavior changes after consumer complaints after incident/injury

20 PROCEDURE Continued 4) Take consumers vital signs: Temperature, Heart rate, respirations and Blood Pressure at direction of the nurse. 5) Document in consumer’s medical record (facts related to event & your actions) 6) Complete Incident/Error Report, obtain necessary signatures & forward to DON

21 CENTER DIRECTOR or SUPERVISOR ON - CALL  Will notify guardian / family and document interaction  Assist with transporting consumer (if needed)

22 NURSE  Assures consumer receives necessary follow-up  Notifies Primary Care Provider ( if necessary)  Documents assessment interventions, & outcomes in Medical Record: forward to DON  Assist with further investigation

23 CORRECTIVE ACTION  DON And QMD coordinate further investigation (if needed)  AN IDT including HR, Clinic Supervisor, DON, and Quality Manager will initiate the following process

24 The Process  Assess systemic issues that may have contributed to the incident / injury  Make recommendations for changes in Policy an Procedures

25 PROCESS Continued  Determine significance of the event based on: a) Consumer’s Condition b) Frequency of incident / injury c) Severity of the incident / injury

26 PROCESS Continued  Determine Corrective Action Needed: a) Restraining of consumer, client, or staff b) Reassess Client’s ability to participate in level of programming c) Disciplinary action ( for staff that demonstrate a pattern of negligent care)

27 IF ABUSE / NEGLECT is SUSPECTED If any employee suspects consumer abuse or violations of rights of the consumer. Staff are duty bound to report it to: Consumer Rights Coordinator SUSPICION OF OR WITNESSING ABUSE: TDFPS

28 REMEMBER!!!! ALL INCIDENTS ARE CONFIDENTIAL!! The content of these reports are not to be discussed by employees except as outlined by this procedure.