1. Read slide

2. Workplace Violence & Harassment Prevention
Violence in the Workplace cannot be tolerated. Safe workers mean better care. Let’s work together to reduce violence and harassment in healthcare
Violence in the Workplace cannot be tolerated. Safe workers mean better care. Let’s work together to reduce violence and harassment in healthcare
Workplace Violence & Harassment Prevention

3. Learning Objectives Staff need to:
Be aware of Bill 168 and the legislation that protects employees from Workplace Violence
Understand and recognize what constitutes Workplace Violence and Harassment
Understand their rights and responsibilities when faced with violent or inappropriate behaviour
Read slide and then include the following
Ontario Ministry of Labour health and safety inspectors discuss employers' responsibilities around workplace violence and harassment. Please click on link to watch video

4. Overview of Workplace Violence
One third of all workplace incidents involved a victim who was working in hospitals, nursing, residential care facilities and social assistance services. As per Registered Nurses’ Association of Ontario (RNAO), 50% of all healthcare professionals will be physically assaulted during their careers. There are many things we can do to prevent violence and keep ourselves safe.
Read slide

5. Rights and Responsibilities
Understand that your actions, words and behaviour can and do impact others; treat others with respect
Object to inappropriate behaviour when you see it or experience it
Refrain from participating in or encouraging behaviour that negatively impacts other individuals
Adjust your behaviour if someone has raised valid concerns with you
Staff have the Right to Refuse Unsafe Work providing it does not put the patient’s health or safety at risk.
There is a separate protocol to follow in this case located on the intranet under Corporate Policies, called “Refusing Unsafe Work”.
Read slide and add Please review the Refusing Unsafe Work policy

6. Rights and Responsibilities
It is expected that SMGH employees, volunteers, physicians and trustees will demonstrate behaviour that is in keeping with the core values of our organization. Employees are expected to conduct themselves in a professional and appropriate manner.
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7. Examples of Workplace Violence/Harassment
Violence at SMGH could include:
Physical attack
Threatening behaviour
Verbal or written threats
Harassment (harmful gossip, ridicule, intimidation, offensive language or jokes, other breaches of the SMGH Code of Conduct)
Sexual harassment
Verbal abuse
Bullying and sexual abuse
Read slide plus statements below
Examples of sexual harassment that are prohibited within our workplace include, but are not limited to:
offensive materials or offensive language
verbal and/or physical advances
gender based insults
physical contact
comments or references to one’s physical characteristics
infringement on one’s personal privacy and lifestyle
reprisal or threat of reprisal for rejecting sexual advances

8. Workplace Violence
Workplace violence can go beyond the traditional workplace including:
off-site business-related functions (conferences, trade shows)
Social media and events related to work
In employee’s home or away from work, but resulting from work (a threatening telephone call to your home)
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9. Violence in the Workplace and Harassment
The policy statements for these programs are located on the Health and Safety board, at the rear of the cafeteria near the washrooms.
If you experience violence in the workplace or harassment please report this immediately to your Supervisor/Manager or Human Resources.
Complete an incident form in RL6
All incidents or reports shall be investigated. There will be no negative consequences for reports made in good faith.
If you are experiencing violence in your domestic life please inform your supervisor /manager so measures can be put in place at work to protect you and your co-workers.
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10. Quiz 1 What does Violence at SMGH mean? Threatening behaviour
Physical attack
Harassment and bullying
All of the above
Read slide. Pause … the correct answer is D

11. SMGH Workplace Violence & Harassment Procedure
SMGH Workplace violence and Harassment Procedure defines the types of violence. Read the types and definition for each off the chart

12. Read the following:
When responding to workplace violence and harassment, SMGH has identified three levels of risk, low, medium and high. Low risk is determined as a low safety risk to you and others and would be considered stage #1. Stage 1 requires a self directed resolution. For example, this may include a rude, disrespectful, hurtful or unwanted comments or behavior. At this point you should try to address this with the other person and relay your concerns about the unwanted behavior. For example, when you say this …. I feel very uncomfortable and I would expect …. Hopefully you can come to a resolution. If no resolution is found go to stage 2.
Stage 2 is considered Medium Risk when a staff member is experiencing workplace violence or harassment but they feel that they and others are at medium risk. Although not an immediate risk, the staff member is not comfortable about addressing this directly alone with the person. An example might be discriminatory , aggressive, offensive behaviours that are ongoing or getting worse. This is considered an informal complaint as everyone is working together to resolve.
Stage 3
High Risk to yourself or others. An example are serious acts of violence, criminal intent, sexual assault and immediate assistance is required: Call Code White or if a weapon is involved with intent to kill call Code Silver
The risk can be assessed at any stage and might not follow 1, 2 and 3. For example, a person may exhibit behaviours deemed high risk = stage 3 immediately.
Full details can be found in the Workplace violence and Harassment Procedures.

13. What Can Provoke Violence in Hospitals?
For patients and family members:
Fear, anxiety
Loss/bereavement
Long wait times
Unmet care expectations
Crowded, uncomfortable waiting areas
Please read the following:
For many people visiting the hospital is not a wanted or pleasant experience. They may be anxious, fearful of what is going to happen next to themselves or a family member. People may become agitated while in waiting rooms and frustrated by longer wait times. Someone may be dealing with loss of a loved one or have a different perspective on the level of care they or their loved one is receiving.

14. What are Some of the Risks for Staff?
Working alone in isolated areas, poorly lit corridors or parking lots (easy target, nobody is around to assist)
Shift work (late nights, early mornings when nobody is around to assist)
Administering adverse, frequently painful procedures (causing anger in patient)
Having to deliver unwelcome news (upset or belligerent patients or family members)
Working with patients who are confused
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15. Always Report Workplace Violence and Harassment
Read slide title and the following:
Healthcare has some unique cultural factors that may contribute to underreporting or acceptance of workplace violence. For example, caregivers feel a professional and ethical duty to “do no harm” to patients. Some will put their own safety and health at risk to help a patient, and many in healthcare professions consider violence to be “part of the job.” Healthcare workers also recognize that many injuries caused by patients are unintentional, and are therefore likely to accept them as routine or unavoidable.
All workplace violence and harassment at SMGH should be reported including near miss or those resulting in no physical harm. Violence and harassment is not considered part of your job. By reporting even those circumstances you believe to be unintentional will alert co-workers that the person has potential to be violent or aggressive and help avoid future injuries.