1. VIOLENCE IN THE WORKPLACE PREVENTION PROGRAM
Training Presentation
Updated November 2017

2. AGENDA Culture of Safety Definition of workplace violence
Identifying and Assessing (Non-staff)
Communication of Risk
Identifying and Responding (Staff)
Reporting
Support and Controls

3. CULTURE OF SAFETY Purpose
Groves Memorial Community Hospital and North Wellington Health Care…are committed to its vision of “Your Health Matters” by providing a safe, healthy and respectful work environment for all staff.

4. VIOLENCE IN THE WORKPLACE PREVENTION PROGRAM
Policy Statement
Any form of workplace violence is not tolerated and all measures will be taken to enforce this policy. All staff members are required to immediately report and document any and all incidents where they or another employee are subjected to, witness or have knowledge of workplace violence, or have reason to believe that workplace violence has or may have occurred.
**Applies to all staff (medical and professional), contractors, students, patients, visitors, and auxiliary members, suppliers, consultants, and vendors.

5. YOUR SAFETY IS PRIORITY
Personal safety takes precedence over property.
When at risk
Get to a safe location
Warn others in the vicinity
Initiate Emergency codes
Code White
Code Silver
Code Purple
** Emergency codes can be initiated for any individual(s)
Violence includes but is not limited to:
Aggression or assault or any attempt to inflict physical harm
Harassment, including sexual harassment
Bullying
Disruptive Behaviour
Threats
Verbal, Physical or Sexual Abuse
Damage to Property
Domestic Violence
Violence can be perpetrated by anyone including patients, visitors, domestic partners, other employees, medical and professional staff, volunteers or contractors.

6. VIOLENCE IN THE WORKPLACE DEFINITION
Violence is any actual, attempted or
threatened act of aggression that causes (or
is likely to cause) physical or psychological
harm including behaviours known, or ought
to be known to be unwelcome or threatening
to the worker.
Violence includes but is not limited to:
Aggression or assault or any attempt to inflict physical harm
Harassment, including sexual harassment
Bullying
Disruptive Behaviour
Threats
Verbal, Physical or Sexual Abuse
Damage to Property
Domestic Violence
Violence can be perpetrated by anyone including patients, visitors, domestic partners, other employees, medical and professional staff, volunteers or contractors.

7. IDENTIFYING and ASSESSING Non-staff
Non-staff - Risk for Violence or Aggression:
PATIENT exhibits risk factors or demonstrates violent and/or aggressive behaviours:
Assess, identify and manage in accordance to Patient Assessment of Violence and Aggression ( )
If appropriate, non-violent crisis intervention or gentle persuasive approach can be utilized
VISITOR exhibits risk factors or demonstrates violent and/or aggressive behaviours
Immediately bring to the attention of nursing or medical staff

8. COMMUNICATION OF RISK
Patients assessed to be at moderate or high risk for responsive, aggressive or violent behaviours will be identified by flagging
Process to be explained to patient and/or substitute decision maker
Yellow armband to be applied to patient
Caution signs to be posted at entrance to patient environment in ER and on Inpatient units
Inpatient units add yellow stripe to communication white boards

10. IDENTIFYING and RESPONDING Staff Risk
All staff are expected to adhere to the Code of Conduct (HRIX-10) in all interactions with co-workers, patients and the public
Examples that violate our Code of Conduct:
Bullying
Workplace Harassment (See HRIX -1)
Sexual Harassment
Domestic Violence

11. RESPONSIBILITIES OF ALL STAFF
All Hospital Staff:
It is the responsibility of all hospital staff to look for visual flagging and armbands
Use caution and awareness in daily work
Prior to entering flagged patient areas, staff must check with nursing staff for direction

12. REPORTING
All staff members are required to report all incidents where they (or another individual) is subject to, witnesses or has knowledge of workplace violence to their manager or designate
No reprisal when reporting in good faith

13. REPORTING
Employees must report any workplace violence incident by completing an online Patient and Staff Quality and Safety Reporting System (RL6) report
We take it seriously. Investigations will be undertaken promptly, fair, and be as thorough as necessary

14. SUPPORT AND CONTROLS Support Controls
Advise the person their actions are unwelcomed and ask to STOP
Approach direct manger for resolution
Human Resources is available to assist
Approach trusted leader (e.g. other managers, VP, and CEO)
Employee and Family Assistance Program
Controls
Workplace design (e.g. alarms, lighting, positioning of furniture)
Administrative (e.g. risk assessments, signage, secured doorways, advising others of work location)

15. QUESTIONS?
Information can be found on the Violence & Harassment Prevention bulletin boards at each site
Information can be found on the intranet under Health & Safety Policies
Resources:
Manager
Union Representative
Human Resources
Occupational Health and Safety

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