Key principle: Set up effective communication systems between workers to ensure they are
aware of potentially violent situations.
When workers interact with people prone to violence, efficient transfer of
information from one worker to another helps a person to prepare for potentially violent incident.
This applies in prisons, detention centers, psychiatric hospitals, nursing homes and other health care facilities when the care of inmates or patients is handed over from one person to another several times in a day.
Key principle: Set up effective communication systems to be used in an emergency.
This is especially important for people who work alone, such as transport workers and field. workers. Mobile phones, intercoms, duress alarms and beepers should be available in cases of emergency.
Key principle: Use monitoring and surveillance systems to improve security.
Video monitoring and observation mirrors as added security measures.
Key principle: Establish written policies and procedures for specific tasks or situations to
reduce the risk of violence.
- Cash handling
- Field work or with potential for violence
- Handling suspect mail (letters or parcels)
- Client intake and assessment procedures
Key principle: Use administrative procedures to separate workers from customers, clients or
members of the public who may cause them harm.
Agreements to aid workers such as procedures that prevent customers from contacting workers out of business hours.
Key principle: Co-ordinate the administration of the system for controlling violent incidents.
Management responsibilities should be allocated to properly integrate the management
of violent, disruptive incidents into the workplace's emergency management plan.
All workers should clearly understand their roles in the event of a violent incident.
Key principle: Establish clear policies on violence between co-workers.
Management non-tolerance of any activity that will humiliate, degrade or embarrass other workers.
e) Provide personal protection
Key principle: Use personal protective clothing and equipment.
Personal protective clothing and equipment (PPE) should be made available to provide
greater protection for workers or as a temporary measure while other risk controls are
being mobilized. It should not be the only control used, as it is the least effective way of dealing with workplace violence.
Monitor and review: This means to regularly check the execution and effectiveness of the risk control measures adopted.
Completing the four steps is required from employers, contractors, self-employed persons and anyone else who has control of a workplace.
Programs Needed to Prevent Workplace Violence (OSHA, 2006):
Pre-Employment Screening - An agency together with the servicing personnel and legal offices should determine the pre-employment screening methods they use to determine the best person for the position such as interview questions, background and reference checks and drug testing. These screening techniques should comply with Federal laws and regulations.
Threat Assessment Team- An interdisciplinary team formed by the agency to determine possible workplace violence cases then create and implement plan to deal with it.
Security- Preserving safety within the work place is a necessary aspect of any prevention program. Safety could be promoted by implementing several measures such as employee photo identification badges, guard services, and coded key cards that would grant access to buildings and grounds. Measures adopted should be suitable for the location and work settings of the agency.
Alternative Dispute Resolution (ADR) - This program is most helpful in resolving conflicts early on using one of the following methods: ombudspersons, facilitation, mediation, interest-based problem solving, and peer review.
Agency Work and Family Life Programs (such as flexiplace, child care, maxiflex, etc.) - An agency is advised to recognize and possibly change internal policies and procedures which could create negative climate in the workplace.
Prevention of Workplace Violence (OSHA, 2006):
- Awareness/Training
- Threat Assessment
- Long-Term Security
- Alternative Dispute Resolution (ADR)
- Employee Assistance Program
Awareness/Training
A critical aspect of any agency's prevention program is the training. Training is important for employees and supervisors, staff in offices that could become involve in addressing incidents of workplace violence.
Participating in training sessions conducted by the agency's Employee Assistance Program, security, conflict resolution, and employee relations staffs offer employees the opportunity to meet experts within the agency who can help when they are in the midst of situations that could turn violent.
All employees should be able to determine cases which manifest violent, intimidating, threatening, and disruptive behavior and report these incidents. All employees must be provided with phone numbers to be able to report quickly in cases of crises or emergency. To
be effective, training of employees on workplace violence prevention should cover a broad variety of subjects which include the following topics:
- The policy of the agency on violence.
- Encourage employees to report incidents and the proper steps to take in doing so
- Methods of preventing or resolving possible violent situations or handling aggressive behavior
- Ways to handle hostile persons
- Anger management
- Methods and competence to defuse conflicts
- Effective strategies in coping with tress, relaxation techniques and wellness training
- Security measures such as finding and using safety devices which include alarm systems
- Personal safety measures
- Programs within the agency that can help employees settle conflicts, such as the Employee Assistance Program, ombudspersons, alternative dispute resolution, and mediation
