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Workplace Violene Workplace Violene

Workplace Violene - PowerPoint Presentation

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Workplace Violene - PPT Presentation

ThreatInteractionResponse Leadership Review UCLA Health System Security What is Workplace Violence An action that may threaten the safety of an employee impact the employee s physical andor psychological wellbeing or cause damage to company property ID: 592744

workplace violence employee security violence workplace security employee provide behavior work prevention staff employees report policy ucla police number

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Slide1

Workplace VioleneThreat/Interaction/ResponseLeadership Review

UCLA Health System SecuritySlide2

What is Workplace Violence?

An action that may threaten the safety of an employee, impact the employee

s physical and/or psychological well-being or cause damage to company propertySlide3

Defining Workplace ViolenceA spectrum of behaviors, including overt acts of violence, threats, and other conduct that generates a reasonable concern for safety from violence, where a nexus exists between behavior and the physical safety of employees and others (such as customers, clients and business associates), on site or off site when related to the organization. *

*ASIS/

SHRM

, Workplace violence Intervention and Prevention Standard, 2011Slide4

Types of Workplace ViolenceHomicide Attempted Homicide

Physical Assault

Sexual Assault

Threat

Vandalism

Sabotage

Product Contamination

Arson/bombing

Stalking

Domestic violence

TerrorismSlide5

Workplace Violence Stats2 million The number of victims in the US each year87 The number of injured victims each day in the US2 The number of victims killed

each day in the US

70%

The number of reported workplaces with no formal program or policy to address workplace violence

*ASIS/

SHRM

Workplace Violence Intervention and Prevention Standard, 2011 Slide6

Myths About Workplace Violence COMMITTED BY PEOPLE WHO SUDDENLY SNAP UNDER PRESSURECOMMITTED BY DISGRUNTLED EMPLOYEESSlide7

Reasons for Workplace ViolenceWork-related ConflictPersonal ConflictDomestic Violence

Robbery

Revenge

Displaced Anger

A Stalker

s Obsession

Terrorism

Customer/Client Supplier/Patient DisgruntledSlide8

The Evolution of Workplace ViolenceMILDER BEHAVIOR

MID RANGE BEHAVIOR

VIOLENT BEHAVIOR

Unusual Behavior

Acting Out

Harassment

Physical Assault

Verbal

Assault

*ASIS/

SHRM

Workplace Violence Intervention and Prevention Standard, 2011

Deadly EncounterSlide9

DemographicsFrom 11 years of data researchers found that 23% of shootings in the ED occurred from the perpetrator’s taking of a gun from Security Personnel or Police. 73% of these shootings occurred in non-rural areas.The ED and the area around it was the most frequent location of hospital shootings

*IOFM, Security Director

s Report- December 2012

Shootings in HospitalsSlide10

Shootings in HospitalsMost frequent victims are:Perpetrators (45%)

Hospital Staff (20%)

Patients (13%)

Visitors (8%)

Security Officers/Police (5%)Slide11

The most common motives are:A grudge (27%)Suicide (21%)Ending the life of an ill relative (14%)

Escape attempts by patients in police custody (11%)

Shootings in Hospitals

Motivations

*IOFM, Security Director

s Report- December 2012Slide12

Intimate Partner Violence (IPV)

Risk factors associated with workplace related intimate partner homicides include occupation, time of day and location.

Women in healthcare, production, and office/administration suffered the highest proportion of homicide related to IPV.

Over half of homicides by IPV occurred in parking lots and publicly accessible buildings.

End or beginning of shifts are the most dangerous times.Slide13

Leading Cause of Workplace Homicide for U.S. womanIOFM, Security Director’s Report – November 2012

Homicides perpetrated by a personal relation (33%) is the 2

nd

leading cause of workplace Homicide for woman. Of which the vast majority were intimate partners (nearly 80%).

More woman died on the job as a result of domestic violence than at the hands of a client- such as student, patient, or prisoner, or current or former coworker.Slide14

Employer's Role in IPVThe White House noted that “

domestic violence affects both the safety of the workplace and the productivity of employees

.

According to a study, the employee assistance program (

EAP

) frequently fails to identify individuals who abuse or have the potential to abuse their intimate partner.

Employers lose when they hire abusers. Perpetrators’ work performance and productivity are affected because of missing work, showing up late or leaving early, difficulty concentrating, and errors on the job.

31 % of abusers took time off work to be abusive to an intimate partner or deal with the aftermath of an abusive incident

51 % Thought their job performance was negatively affected during the time of their abuse.

IOFM

, Security Director

s Report – November 2012Slide15

IPV Most Recent Events

The following examples occurred during a month’s time span in late 2012:

On September 4, in Jackson, Tenn., police arrested a man they said shot this fiancée while at work at Best Buy

On September 10, a woman arriving at work at a Pier One Imports store in Raleigh, N.C., was shot and killed inside her car by her ex-husband.

On September 11, a manager of a Sioux Falls, S.D., salon was killed in a confrontation with the ex-boyfriend of an employee.

On September 24, at a Statesville, N.C., manufacturing plant, a man shot his wife while she was taking a work break in the parking lot.

On September 28, a woman stabbed her husband in the back with a knife at the Pennsburg, Pa., meatpacking plant where he worked.Slide16

Violence Is More Likely To Happen In Workplaces That…Have no company policyManagers that ignore threats and signs of violenceFail to screen new employeesFail to provide trainingTerminate employees without due processIgnore complaints about an employee’s behaviorCreate a toxic work environment

Subject employees to frequent change and uncertainty about future

Have inadequate security measures and proceduresSlide17

Components Of A Workplace Violence Prevention ProgramPre-employment screeningOur HR Process to include interviews, reference and background checksZero-tolerance policyHS Policy 7313Appropriate disciplinary procedures

Utilization of HR training for managers and supervisors and seeking assistance from HR on consistency of practice

Grievance procedures

In place

Violence prevention training

System wide Slide18

HS Policy 7313 – Disruptive Behavior“The purpose of this policy is to set forth UCLA Hospital System’s need to create and maintain an environment free from intimidating, disruptive, threatening, bullying and violent behavior.”Slide19

Focus on employee behaviors but can be expanded to behavioral impact of patients and visitorsDefines examples of inappropriate behaviorOutlines specific reporting procedureOutlines supervisory responsibilitiesDiscusses available resourcesHS Policy 7313Slide20

Setting LimitsManagers have to set Limits with all employees they supervise.Managers and their supervisors who report to them must be on the same page.The limits and message must be consistent from shift to shift, supervisor to supervisor.Discipline has to be even handed and consistent.Discipline is to be corrective and not punitive. Slide21

Team ApproachInvolve key departments when dealing with a difficult or potentially violent employee. Human ResourcesSecurityUCLA PoliceStaff & Faculty CounselingRisk ManagementSlide22

What Can You Do If You Determine That An Employee Is Potentially Dangerous?Provide training/coachingProvide counselingTransfer employee

Restructure position

Take disciplinary action

Suspend employee with/without pay

Terminate employeeSlide23

Employer’s RoleWork to create an environment of unity

Employees need to feel safe and secureSlide24

Leadership’s Role in Workplace Violence PreventionThe importance of defining employee roles as they relate to workplace violence prevention.Building and communicating a violence-free culture to your employees.Engaging employees to develop a sense of teamwork and unity, decreasing the likelihood of workplace violence incidents. *ASIS/SHRM

Workplace Violence Intervention and Prevention Standard, 2011 Slide25

Impacts on Employees and Your BusinessIncreased:AbsenteeismTurnoverStressCosts for employee assistance programs, recruitment, etc.

Risk for accidents/ incidents

Decreased:

Productivity and motivation

Morale

Corporate image and customer confidence

Customer serviceSlide26

What Workplace Violence Costs*ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011 51% % of workplace violence costs attributed to lost productivity.1.7 Billion Dollars Amount employers lose annually due to stress.

60 Thousand Dollars

Estimated cost to hire and training a new person.

24 Million Dollars

The dollar loss associated with a workplace bullySlide27

Leadership StatsSlide28

Reporting A ProblemStaff/Supervisors must recognize when a staff members behavior is becoming abusive and report it.Supervisors should notify Manager or Director of staff members who are becoming aggressive/abusive toward co-workers.Security and HR should be notified that there is a problem.When a situation is out of control security should be called immediately. Slide29

4 Things To Keep In Mind When Responding To Hostile & Aggressive SituationsDon’t ignore your

gut

feeling

Don

t tolerate or excuse inappropriate behavior even it is infrequent

Don

t dismiss your own safety

Don

t ignore warning signals that a person is about to explode (e.g., clenched fist, increasing facial & body tension, elevated screaming, statements like,

I

m warning you!

)Slide30

CODE GRAY

Type of Situation

Abusive or combative person

How to Report

#36 at SM

#36 at WW

Report: location, your name and contact information, description

What to do if you are involved in the situation

Attempt to de-escalate the situation to the best of your ability, engage fellow staff to assist in communication with individuals, remove patients and visitors from the area as available

What to do if you

are not involved

in the situation

Communicate with patients, visitors, and staff, Isolate patients and visitors from the situation. Provide staff to respond to the location with assistance in providing a show of “numbers” to attempt to de-escalate situation.

What response to expect

CODE

GRAY

overhead page,

Medical

Center Security will

immediately respond to the affected area and provide a show of force and physical assistance if needed. UCLA Police will standby if needed.

HS Policy 8110 – Abusive or Combative Person “Code Gray”Slide31

CODE SILVER

Type of Situation

Person with a Weapon or Hostage Situation

How to Report

#36 and 911 at SM

911 and #36 at WW

Report: location, description of individual, type of weapon, number of people in area

What to do if you are involved in the situation

See strategies for survival below

What to do if you

are not involved

in the situation

Communicate with patients, visitors, and staff. Evacuate all ambulatory individuals, shelter in place with all non- ambulatory individuals. Wait for all clear.

What response to expect

CODE SILVER overhead page, UCLA Police and that of external law enforcement agencies, Medical Center Security will create a perimeter to limit access to affected area

HS Policy 8109 – Person with a Weapon or Hostage Situation “Code Silver”Slide32

Reporting a ProblemCall UCLA Police at #36 (or for suspicious activity or non-weapon events) at WW and SMProvide the location of the incident (as specific as possible, room number, building, etc)Provide a brief description of what is happeningProvide your name and contact phone numberProvide information on the suspect

s physical description

Provide a description of the weapon (handgun, rifle, knife, etc.)

Report any injuriesSlide33

□Sex□Hat □Height□Glasses □Weight□Hair

□Age

□Facial Hair

□Race

□Coat

□Shirt

□Pants

□Shoes

A Suspect’s Physical DescriptionSlide34

Get Out! – ESCAPE

Take cover – get behind something that will stop a bullet (Look for chances to ESCAPE)

Hide and don’t bunch up– (Look for chances to ESCAPE)

Play Dead – (Look for chances to ESCAPE)

Attack the Attacker (LAST RESORT) – Element of Surprise, Watch and listen for the subject to stop shooting and reload

(adapted from

UC

Davis Police Department Training information)

Strategies for Survival in an Active Shooter EventSlide35

Additional ResourcesUCPD Dispatch: (310) 825-1491

Staff and Faculty Counseling Center

(310) 794-0245

UCPD website:

www.ucpd.ucla.edu

Security Escorts at SMH : (424) 259-9100

Security Escorts at WWH: (310) 267-7100Slide36

Questions?Presented by: Vernon Goodwin Security Director for UCLA Health System vgoodwin@mednet.ucla.edu