Workplace Violence Prevention Training for Clinton County E - PowerPoint Presentation

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Workplace Violence Prevention Training for Clinton County EmployeesSlide2

What is Workplace Violence?

Workplace violence is any physical assault, threatening behavior or verbal abuse occurring in the work setting. Slide3

Definition

Workplace violence is any physical assault or acts of aggressive behavior occurring where a public employee performs any work-related duty in the course of his or her employment including but not limited to:

(

i

) An attempt or threat, whether verbal or physical, to inflict physical injury upon an employee;

(ii) Any intentional display of force which would give an employee reason to fear or expect bodily harm;

(iii) Intentional and wrongful physical contact with a person without his or her consent that entails some injury;

(iv) Stalking an employee with the intent of causing fear of material harm to the physical safety and health of such employee when such stalking has arisen through and in the course of employment.Slide4

Workplace Violence Includes:

Beatings

Stabbings

Suicides

Shootings

Rapes

Near-suicides

Psychological traumas

Treats or obscene phone calls

Intimidation

Harassment of any nature

Being followed, sworn or shouted atSlide5

Examples

Verbal threats to inflict bodily harm; including vague or covert threats

Attempting to cause physical harm; striking, pushing and other aggressive physical acts against another personSlide6

Types of Workplace Violence

Violence by strangers

Violence by customers or clients

Violence by co-workers and/or Supervisor

Violence by personal relationsSlide7

What Constitutes a Workplace?

A workplace may be any location either permanent or temporary where an employee performs any work-related duty.

This includes but is not limited to, the buildings and the surrounding perimeters, including the parking lots, field locations, clients’ homes and traveling to and from work assignments. Slide8

New York State Workplace Violence Prevention Act

On June 7, 2006, New York State passed legislation, Article 27-b of the Labor Law, that requires public employers to perform a workplace evaluation or risk assessment at each worksite and to develop and implement programs to prevent and minimize workplace violence. Slide9

What is Required by the Law?

Every public employer must perform a risk assessment and evaluate their workplace to determine the presence of risk factors or situations that might place employees at risk of occupational assaults and homicides. Slide10

What is a Risk Assessment?

A Risk Assessment is an inspection or examination of the workplace to find existing or potential hazards ( Risk Factors) for workplace violence; this can include:

Looking at the history of past incidents; trying to identify patterns or trends which occurred in your workplace

Reviewing occupational injury and illness logs (SH 900) and incident reports to identify injuries resulting from violence.

Surveying workers at all levels regarding violent incidents reported or unreported.Slide11

Risk Factors

Contact with the public

Working late night or early morning

Exchanging money with the public

Working alone or in small numbers

Uncontrolled access to the workplace

Having a mobile workplace

Prevalence of handguns and other weapons among the pubic, employees or clients

Solo work, often in remote locations, high crime settings with no back-up or means of obtaining assistance such as communication devices or alarm systems

Lack of training in recognizing and managing escalating hostile and aggressive behavior

Poorly-lighted parking areasSlide12

Methods Used for Hazard Prevention and Control

Examples include:

Making high risk areas more visible

Installing more lighting

Using drop safes., decrease cash on hand

Posting signs – stating limited cash

Training employees on conflict resolution

Needing a system to respondSlide13

Engineering Controls

Examples include:

Visibility and lighting

Drop safes

Video surveillance

Height markers

Door detectors, buzzers

Alarms

Bullet resistant barriersSlide14

Administrative and Work Practice Controls

Examples include:

Locking delivery doors

Establishing rules for workers leaving facility

Locking doors when not open, procedures for opening and closing

Limiting access

Adopting safety procedures for off-site work

Stating clearly to patients, clients and employees that violence will not be tolerated or permitted

Establishing liaison with local police and state prosecutors

Requiring employees to report all assaults and threats

Setting up trained response teams to respond to emergenciesSlide15

Administrative and Work Practice Controls

Examples include:

Integrating violence prevention into daily procedures

Keeping minimal cash in register

Establishing emergency procedures, systems of communication

Establishing Procedures to use barriers & enclosures

Evaluating staffing needs for high riskSlide16

Clinton County Workplace Violence Policy Statement:

Clinton County is committed to providing a safe working environment and will promptly respond to threats, acts of violence, and acts of aggression that occur in the workplace.

Clinton County prohibits any act or threat of violence made in the workplace. No person may engage in violent conduct or make threats of violence, implied or direct, on Clinton County facilities or in connection with County business. Clinton County requires that any such threat or act be reported.

The County’s Policy and Program is available on the Intranet. A copy of the written policy can be obtained from the Personnel Department.

Clinton County prohibits the possession of private weapons by any employees while on County owned or controlled premises, regardless of whether the owner is licensed to carry a weapon except those employees required to carry a weapon as part of their employment.

Any violation of this County policy will be met with the strongest possible sanction appropriate for the circumstances. Slide17

Employee Responsibilities

Ensure familiarity with County policies and procedures relating to workplace violence prevention

Follow all policies and procedures

Report incidents and new risks quickly

All employees have a responsibility for reporting any violent or threatening behavior to his or her Supervisor or the Personnel Department promptlySlide18

Role of the Supervisors

Supervisors in particular have the responsibility to learn to recognize the early signs of hostile, potentially threatening behavior and taking appropriate preventative action.

Ignoring early signs can be mistaken as approval of the behavior and can lead to escalation.Slide19

Supervisors be Aware…

Types of behavior that may indicate potential for violence:

Frequent, angry outbursts; difficulty controlling temper;

Expression by the employee that others are out to get him or take his job; chronically disgruntled;

Recent isolation of employee from co-workers; unusually poor social skills;

Rash, impulsive behavior without apparent forethought;

Acute sensitivity to criticism; blaming others when things go wrong;

Bragging about past acts of violence; fascination with firearms or violence;

Impaired judgment and performance; mood swings; and

Acutely hostile reaction to discipline or employment termination.Slide20

Employer Responsibilities

On an annual basis, the County will work with Department Heads to:

Examine the workplace to determine existing or potential hazards that may place employees at risk for incidents of workplace violence, paying particular attention to the following: working with the public or in the public settings, exchanging money with the public, working alone or in small numbers, working late night or early morning, uncontrolled access to the workplace, and having a mobile workplace;

Examine past workplace violence incidents to identify any patterns as to the type and cause of injuries, particular work areas, or specific operations or individuals involved;

Review of occupational injury and illness records, accident reports, and any available insurance, police, or other incident reports in order to identify injuries that may have been the result of workplace violence;Slide21

Employer Responsibilities (continued)

Survey of employees to gather information regarding violent incidents they may have experienced or witnessed but not reported, as well as to identify conditions that could be contributing to potential incidents.

Following the workplace site evaluation, a report of the findings will be prepared, including a list of the high risk factors identified during the physical site evaluation and recommendations on appropriate work practice control measures to address identified risk factors. Copies of the report will be made available upon request, to employee(s), their authorized representative(s), and the New York State Department of Labor.

Physical site evaluation/risk assessment evaluation will be conducted after an incident of workplace violence, as needed and as identified by the Department of Labor, or if it is determined that a significant trend of workplace violence is identified. Slide22

Management Commitment and Employee Involvment

Employee representatives and management collaborate and are responsible for identifying factors and situations that may place employees at risk of violence;

Developing and implementing risk reduction strategies and plans for responding to acts of violence;

Ensuring the effectiveness of the Program; and

Periodic review and investigation of report and incidents.Slide23

Tips on Staying Safe at Work

Working late/early/alone or in small numbers

Move car closer to building after hours

Keep emergency numbers handy

Lock office door when alone

Tell someone where you are

Keep cell phone charged, on and handy

Get escort to car or use buddy system

Lock car door when leaving

Have car key ready

Park under lights Slide24

Tips on Staying Safe at Work

Handling Money

Barrier between you and the customer

Do not leave money visible to customers

Do not keep large amounts on handSlide25

Tips on Staying Safe at Work

Safety outside

Be aware – pay attention to surroundings

Walk confidently

Conceal valuablesSlide26

Possible Signs of Distress

Direct or veiled treats of harm

Intimidating, belligerent or other inappropriate or aggressive behavior

Numerous conflicts with supervisors and other employees

Bringing a weapon to the workplace, brandishing a weapon

in the workplace, making inappropriate reference to guns, or fascination with weapons

Statements indicating desperation (over family, financial, and other personal problems) to the point of contemplating suicide

Drug/alcohol abuse

Extreme changes in behavior

The County encourages employees to enroll in courses by the Employee Assistance Services Program that help them learn about communication, problem solving, building effective working relationships and stress management.Slide27

Possible Signs of Crisis

Hostility, aggression, violence

Garbled or slurred speech

Loss of contact with reality

Suicidal thoughts with plans or methods

Homicidal thoughts

The County encourages employees to enroll in courses by the Employee Assistance Services Program that help them learn about communication, problem solving, building effective working relationships and stress management.Slide28

Defusing a Threatening Situation

Stay calm

Communicate respect

Listen to understand

Cooperate

Aim for a plan

Look after yourself Slide29

Procedures to Report Incidents of Workplace Violence

In order to maintain a safe working environment, incidents of workplace violence must be reported to a Supervisor, Department Head or Personnel Director.

In the even that an employee observes or experiences an incident of workplace violence in which there is an imminent threat to someone’s safety or an injury has occurred, the employee must immediately contact the police at 911 and in addition notify the Legislative Office (565-4600).Slide30

Incident Reporting Form

Incident reporting forms can be found on the Intranet or a hard copy can be obtained from the Personnel Department.

Incident reports provide written notification so that management can develop an appropriate response and will create a historical record that can be used in the annual risk assessment and Program evaluation. Slide31

What happens Once it’s Reported?

Upon receipt of a complaint, an investigation will be conducted by the Personnel Director. Complaints involving the Personnel Director will be investigated by the Legislative Office.

Any employee of the County found to be in violation of this Program will receive appropriate disciplinary action up to and including termination. Any disciplinary action will be in accordance with applicable laws, rules, regulations and Collective Bargaining Agreements. Slide32

Confidentiality

Nothing in this Program requires the disclosure to an person or entity, other than to the Commissioner of the Department of Labor as directed by the New York State Labor Law, of information otherwise kept confidential for security reasons, such as information that if disclosed may:

Interfere with law enforcement investigations or judicial proceedings;

Depriving a person of the right to a fair trial or impartial adjudication;

Identify a confidential source or disclose confidential information relating to a criminal investigation;

Reveal criminal investigative techniques or procedures, except routine techniques and procedures; and

Endanger the life or safety of any person.Slide33

Retaliation

No employee is subject to criticism, reprisal, retaliation or disciplinary action by the County for good faith reporting pursuant to the Program.

Individuals who make false and malicious complaints of workplace violence, as opposed to complaints that, event if erroneous, are made in good faith, may be subject to disciplinary or other appropriate action.Slide34

Additional Resources

NYS DOL Safety and Health Website

http://www.labor.state.ny.us/workerprotection/safetyhealth/DOSH

INDEX.shtm

NIOSH

http://www.cdc.gov/niosh/injury/traumaviolence.html

FBI

http://www.fbi.gov/publications/violence.pdf