Workplace Violence Prevention

1. Workplace Violence Prevention

2. Definition of Workplace Violence • Violent acts including physical assaults and threatsof assault directed toward persons at work or onduty. • Violence can be viewed on a continuum from non-verbal, verbal, and physical behavior. • This includes emotional intimidation, physical and sexual contact.

3. SWMC Values • Respect • Compassion • Teamwork • Integrity • Excellence

4. SWMC Responsibility • We seek to ensure a safe and secure environment for our employees, medical staff, volunteers, patients, and visitors. • It is everybody’s responsibility to promote safety. • Employees and Managers working together can minimize the risk of workplace violence.

5. SWMC Policy • Zero tolerance position • Reporting • Risk reduction measures

6. What Leads to Violence? • Weapons • Gangs • Drugs and alcohol • Property crimes • Domestic and personal conflict

7. Sources of Workplace Violence • The stranger • The co-worker or colleague • The patient, visitor, vendor, partner, or friend

8. Verbal or Emotional Violence • Raised voice, yelling, or the silent treatment • Demands or threats • Name calling or obscene language • Blaming others

9. Physical Violence • Punching walls • Slamming doors • Throwing objects • Threatening gestures • Invading personal space

10. Hitting Poking Pinching Slapping Stalking Spitting Pushing Grabbing Stabbing Kicking Abduction Rape Physical Violence con’t

11. Changes jobs often Trouble with criticism Chronically disgruntled Identifies with violence Loner Lack of empathy for others Bully Survivalist/Extremist Alcohol or drugs Commonalities in Persons Who Committed Acts of WV

12. Remember! • Not everyone who shows these signs may become violent • There is no sure way to predict who will become violent. • It is always best to use caution • Take all threats seriously • Notify Security when concerns arise (threats, restraining / no-contact orders)

13. Obstacles to Dealing with Violence at SWMC • Perceptions of violence • Caretaker personality type and expectations • Levels of comfort with confrontation

14. Strategies

15. SWMC’s Culture • Environment of Respect and Teamwork • Communication skills are the cornerstone of a healthy work environment • Each employee must commit to resolving conflict • Follow policy and procedure • Reinforce standards of behavior

16. Prevention / Early Intervention • Awareness of self and others • Assessment of the situation • Assessment of the environment • Principles of Professional Assault Response Training (PART)

17. Crisis Intervention • Self-control / Stay calm • Assess the environment • Call for help • Crisis communication Rule of Five - No more than five words, no more than five letters

18. Follow - Up

19. Employee Responsibilities • If appropriate, use skills to resolve conflict • Complete Employee Incident / Injury / Exposure Report • Submit form to supervisor same shift incident occurred • Manager initiates investigation

20. Manager Responsibilities • Investigate • If appropriate, coach employee to resolve conflict • Who, What, Where, When, and How • Follow-up in 30 - 60 days (to be rated on a 1-5 scale); • Do you think the incident was thoroughly investigated? • If education was necessary, do you think it was provided?

21. Supportive Resources • Critical Incident Response Team (CIRT) • Manager, Director, Vice President • Security • Human Resources Department • Solutions Employee Assistance (SEA) • Physicians Early Assistance Program (PEAP) • YWCA

22. By Learning From Each Event • Improve Patient Care and Satisfaction • Create A Safer Workplace • Improve Employee Satisfaction and Relationships