As a general rule, employees who work alone or far from the office must have a daily work plan and must inform a person of their locations throughout their tour of duty. When necessary and possible, management can impose a "buddy system" policy or provide for back-up, such as police assistance, so that workers need not cope with a probable dangerous situation oh his or her own.
Areas of Work Most Affected by Workplace
Violence
National occupational health and safety and workers. Compensation data show that almost half the workplace assaults resulting in injuries or lost time from work are in the health and
community services industry. This includes hospitals, institutions for the intellectually handicapped, aged care facilities and prisons.
Workers most frequently assaulted are nurses and other hospital staff, welfare
officers, security guards, prison officers, childcare workers, teachers aides and teachers.
Higher risk of workplace violence for people who work alone in community settings such as estate agents, taxi drivers, bus drivers and newspaper sellers.
People who work alone at night may also face hazards.
Robbery or attack is greater for workers who handle cash, drugs or valuable merchandise, such as cashiers, pharmacy assistants and bank tellers.
Workers who deal with the public in service industries and Government agencies
are also exposed to some forms of violence such as agencies implementing public housing, services to children and families, and social security.
New workers may experience humiliation and hazardous initiation ceremonies.
Emergency Plans.
Many offices have emergency plans or crisis response plans already in place. These plans contain procedures to follow during a fire or other emergency. Unfortunately most do not have procedures for possible workplace violence emergencies, including bomb threats. It is important for these plans to also cover violent incidents. Agencies located in same place should have a common emergency plan. The plan should be fit the type of facility, building, and the employees it protects, and should include the following:
Procedures for calling for help;
Outside groups that use USDA facilities should be acquainted of USDA's policy on workplace violence and the procedures in coping with violent incidents.
Alternative Dispute Resolution (ADR)
Alternative Dispute Resolution or ADR processes are intended to aid parties settle conflicts with the help of unbiased third parties. ADR serves as an effective alternative to court litigation or agency adjudications, or to resolve conflicts which the parties cannot resolve on their own. ADR processes include facilitation, conciliation, mediation, and ombudsperson programs.
Two examples of how ADR can work:
A mediator who has been trained in listening and communicating can defuse tensions, clear up misunderstandings, and open the door to productive dialogue.
An ombudsperson is the “eyes and ears” of the highest level of an organization. Individuals having complaints or grievances about the organization can bring them confidentially to the ombudsperson who listens, investigate, and recommend solutions to problems.
Considerations for Using ADR
ADR can be suitable in resolving many issues at work. ADR may be an option :
- Parties are refuse to listen to other's views that there is deadlock.
- Communication styles between parties needs neutral party assistance
- Resolution of a dispute without filing a formal complaint
- Quick resolution to conflict
ADR may not be appropriate to hostile conflicting parties. For an ADR to be successful, trust is an important factor.
Trust can be created by:
- Allow users of the program to get involved in designing it.
- Choosing competent, neutral third parties
- Voluntary rather than mandatory
- Program spearheaded by respected office/individual
Initiating an ADR Process
Conflict Between Employees: USDA agencies have programs meant to resolve conflict in the workplace. Most programs offer third-party intervention.
Conflict With Customers: USDA Certified Mediation Programs provide mediation for conflicts between USDA and program applicants or participants in 20 States. USDA employees who have a problem with a customer could take steps towards mediation in some States.
Employee Assistance Program
Each agency has a confidential Employee Assistance Program (EAP) with trained counselors who can manage workplace violence issues.
Little conflicts could become full-blown if unresolved. Early intervention could contain the problem. Professional counselors can help discuss problems that have negative effect on job performance. EAP is required to help employees with alcoholism or drug abuse problems, and most EAP counselors extend help to employees with other problems such as financial..
EAP may vary from agency to agency in its makeup and scope of services. Confidentiality is important for EAP. The privacy of employees who seek EAP services are protected by laws, policies, and professional ethics of EAP providers.
Identifying Potentially Violent Situations
The following are warning signs of potential workplace violence:
- Intimidating, bullying, or other aggressive behavior
- Conflicts with customers, co-workers, or supervisors
- Bringing a weapon to the workplace (unless necessary for the job), making improper remarks on guns, or making idle threats
