Workplace Violence Threat Assessment Team Sexual Violence

Workplace Violence Program Outreach Program for Managers, Supervisors, and Employees Program Tailored to Audience Managers and Supervisors receive more education on Human Resources Issues and Staff Focus Basic Content Covers: The Problem, Profile, and Risk Factors of Workplace Violence Policy and Prevention Assessment of Potential Situations Escalation and De-escalation Techniques What do you do if the worst case happens?

Multidisciplinary Approach Created by: University of California Police Department UCLA Hospital Security Services UCLA Health System Human Resources UCLA Faculty and Staff Counseling Services UCLA Health System Risk Management

Why have a program? The Problem Risk Management to Present this section Photo from: The Workplace Safety Store

What is Workplace Violence? “An action that may threaten the safety of an employee, impact the employee’s physical and/or psychological well-being or cause damage to company property” - OSHA

Defining Workplace Violence A spectrum of behaviors, including overt acts of violence, threats, and other conduct that generates a reasonable concern for safety from violence, where a nexus exists between behavior and the physical safety of employees and others (such as customers, clients and business associates), on site or off site when related to the organization. * *ASIS/SHRM, Workplace violence Intervention and Prevention Standard, 2011

Types of Workplace Violence Threat Vandalism Sabotage Stalking Physical Assault Sexual Assault Domestic violence Attempted Homicide Homicide Product Contamination Arson/bombing Terrorism

The Evolution of Workplace Violence MILDER BEHAVIOR Unusual Behavior Acting Out MID RANGE BEHAVIOR Verbal Assault Harassment VIOLENT BEHAVIOR Deadly Encounter Physical Assault *ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011

Workplace Violence Stats 2 million The number of victims in the US each year 87 The number of injured victims each day in the US 2 The number of victims killed each day in the US 70% The number of reported workplaces with no formal program or policy to address workplace violence *ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011

Shootings in Hospitals Demographics From 11 years of data researchers found that 23% of shootings in the ED occurred from the perpetrator’s taking of a gun from Security Personnel or Police. 73% of these shootings occurred in non-rural areas. The ED and the area around it was the most frequent location of hospital shootings. John Hopkins researchers examined 11 years worth of news clips of hospital shootings for insight into gun violence in healthcare settings, including perpetrator demographics and motivations. *IOFM, Security Director’s Report- December 2012

Shootings in Hospitals Demographics Most frequent victims are: Perpetrators (45%) Hospital Staff (20%) Patients (13%) Visitors (8%) Security Officers/Police (5%) *IOFM, Security Director’s Report- December 2012

Shootings in Hospitals Motivations The most common motives are: A grudge (27%) Suicide (21%) Ending the life of an ill relative (14%) Escape attempts by patients in police custody (11%) *IOFM, Security Director’s Report- December 2012

Increase in Crime at Hospital’s 2014 Healthcare Crime Survey Results: Amount of Reported Incidents (Type 1 Violence) 2012 Survey 1,437 2013 Survey 1,669 16% Increase! Amount of Reported Incidents (Type 2 Violence) 2012 Survey 5,464 2013 Survey 5,784 6% Increase! Type 1 Violence Murder Robbery Rape Aggravated Assault Type 2 Violence Simple Assaults

Increase in Crime at Hospital’s TYPE 1 Violence - Violent acts committed by criminals who have NO connection to the workplace. TYPE 2 Violence - Violence directed at employees by patients, clients, family members, etc. Type 2 Assaults accounted for 75% of all aggravated assaults and 93% of all assaults in the Hospital Survey. 2014 Healthcare Crime Survey – Threat Analysis Group LLC.

Intimate Partner Violence (IPV) Risk factors associated with workplace related intimate partner homicides include occupation, time of day and location. Women in healthcare, production, and office/administration suffered the highest proportion of homicide related to IPV. Over half of homicides by IPV occurred in parking lots and publicly accessible buildings. End or beginning of shifts are the most dangerous times. IOFM, Security Director’s Report – November 2012

Leading Cause of Workplace Homicide for women Homicides perpetrated by a personal relation (33%) is the 2nd leading cause of workplace Homicide for woman. Of which the vast majority were intimate partners (nearly 80%). More woman died on the job as a result of domestic violence than at the hands of a client- such as student, patient, or prisoner, or current or former coworker. IOFM, Security Director’s Report – November 2012

Employer's Role in IPV The White House noted that “domestic violence affects both the safety of the workplace and the productivity of employees”. According to a study, the employee assistance program (EAP) frequently fails to identify individuals who abuse or have the potential to abuse their intimate partner. Employers lose when they hire abusers. Perpetrators’ work performance and productivity are affected because of missing work, showing up late or leaving early, difficulty concentrating, and errors on the job. 31 % of abusers took time off work to be abusive to an intimate partner or deal with the aftermath of an abusive incident 51 % Thought their job performance was negatively affected during the time of their abuse. IOFM, Security Director’s Report – November 2012

Violence Is More Likely To Happen In Workplaces That… Have no company policy Managers that ignore threats and signs of violence Fail to screen new employees Fail to provide training Terminate employees without due process Ignore complaints about an employee’s behavior Create a toxic work environment Subject employees to frequent change and uncertainty about future Have inadequate security measures and procedures

Components Of A Workplace Violence Prevention Program Pre-employment screening Our HR Process to include interviews, reference and background checks Zero-tolerance policy HS Policy 7313 Appropriate disciplinary procedures Utilization of HR training for managers and supervisors and seeking assistance from HR on consistency of practice Grievance procedures In place Violence prevention training System wide role out, years of success

Components Of A Workplace Violence Prevention Program Violence prevention training Employee assistance program Outplacement services Security Measures Access to trained advisors Crisis Management Team/Plan

HS Policy 7313 – Disruptive Behavior “The purpose of this policy is to set forth UCLA Hospital System’s need to create and maintain an environment free from intimidating, disruptive, threatening, bullying and violent behavior.”

HS Policy 7313 Focus on employee behaviors but can be expanded to behavioral impact of patients and visitors Defines examples of inappropriate behavior Outlines specific reporting procedure Outlines supervisory responsibilities Discusses available resources

Definitions of inappropriate behavior Behavior that distracts, interferes with, or prevents normal work functions or activities. Passive activities such as refusing to perform assigned tasks or quietly exhibiting uncooperative attitudes during routine activities. Behavior that includes physical threats or actions short of actual contact/injury. Behavior that includes physical assault, with our without a weapon. Behavior that creates incidents that are stressful or traumatic that interfere with an individual’s or group of individuals’ ability to effectively function in his/her work environment. Stalking or the willful, malicious and repeated following of harassing of another employee.

Once you make the assessment… Communicate your assessment and concern Investigation will occur on all reports A risk assessment will be completed by a threat assessment team Situational classification will occur Risk Response options will be determined Generation of a security plan Case management and documentation Communicate, Communicate, Communicate!!!

Crisis Management Team (AKA Threat Assessment Team) Core team: Law enforcement Security Personnel Human resource managers Employee assistance counselors Mental health professional As needed: Senior management Legal Union representatives Investigators Medical personnel

UCLA Resources Available For Help With Potentially Violent Employee Situations Health SystemViolence Prevention & Response Team Assess risk & interpret warning signs Develop an action plan for handling potentially violent situations Institute safety measures for the campus in violent situations Provide consultation & support to impacted employees and departments

UCLA Violence in the Workplace Threat Assessment Team UCLA Police Department CONTACTS: Mark Littlestone (x46881) Russell McKinney (x47218) For immediate response: 911 For non-emergency calls: Dispatch (x51491) THEIR ROLE: UCLA Police Department participates as a member of the Violence in the Workplace threat assessment team for situations on campus, the Medical Center, and other UCLA sites.

UCLA Violence in the Workplace Threat Assessment Team UCLA Staff and Faculty Counseling Center CONTACTS: Jorge Cherbosque Nan Levine-Mann (x40245) THEIR ROLE: When appropriate, conduct threat assessment of problematic employee and situation Help managers and supervisors assess risks and interpret warning signs Provide resources and contact information to use in threatening situations

4 Things To Keep In Mind When Responding To Hostile & Aggressive Situations Don’t ignore your “gut” feeling Don’t tolerate or excuse inappropriate behavior even it is infrequent Don’t dismiss your own safety Don’t ignore warning signals that a person is about to explode (e.g., clenched fist, increasing facial & body tension, elevated screaming, statements like, “I’m warning you!”)

Additional Resources Health System Security x77100 or x99100 UCPD Dispatch: (310) 825-1491 Crime Prevention Officer: (310) 825-6111 Center for Women and Men: (310) 825-3945 Staff and Faculty Counseling Center (310) 794-0245 Student Counseling & Psychological Services (310)825-0768 UCPD website: www.ucpd.ucla.edu

Where to go for help: UCLA Sexual Violence Prevention & Response

Options for Reporting •UCLA police are available 24 hours a day, seven days a week. Call 9-1-1 for crimes in progress or crimes that have just occurred, or if you have a need for immediate assistance. For non-emergency assistance, call 310-825-1491 or stop by the Police Department at 601 Westwood Plaza. •The Dean of Students Office takes reports and can initiate disciplinary proceedings. •The Sexual Harassment Prevention/Title IX office is also available to take reports, conduct investigations, and provide information.

Questions or Comments

For more information Bill Dunne wdunne@mednet.ucla.edu x77125 Vernon Goodwin vgoodwin@mednet.ucla.edu X77098