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

2. 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.

3. 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

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

5. 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

6. 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.

7. 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

8. 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

9. 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

10. 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.

11. 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

12. 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

13. 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

14. 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

15. 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.

16. 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

17. 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

18. 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.

19. 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.

20. 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.

21. 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

22. 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.

23. 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!

24. 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.

25. 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.

26. 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

27. 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

28. 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).

29. 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.

30. 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?

31. 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.

32. 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.

33. Resources http://osha.gov/SLTC/workplaceviolence/
OSHA Consultation Program
NIOSH
Public Safety Officials
Local and state law enforcement agencies
Trade Associations
Unions and Insurers
Human Resource and Employee Assistance Professionals

34. 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

35. Contact Info
Brett Beall Compliance Assistance Specialist (CAS) OSHA Baltimore/Washington Area Office Airport Square, Bldg Winterson Rd., Suite 140 Linthicum, MD Office: Fax:
Thank You!