REGION V – SAFETY AND HEALTH PROGRAM – SECTION VIII

1. REGION V – SAFETY AND HEALTH PROGRAM – SECTION VIII VIOLENCE IN THE WORKPLACE SAFETY AND HEALTH PROGRAM VIOLENCE IN THE WORKPLACE

2. VIOLENCE IN THE WORKPLACE • This Workplace Violence information was developed to provide guidance to all employees in the event of a threat taking place in the workplace. • The following information is to assist in bringing any threatening situation to a successful conclusion.

3. Who is vulnerable?Workers who: • Have contact with the public • Exchange money • Deliver passengers/goods or services • Work alone or in small numbers • Work late at night or early morning • Work in high crime areas

4. Where Did The Incidents Occur? • 61% in private companies • 30% in government agencies • 8% involved self-employed individuals

5. Reported • Only 47% of incidents reported to police • Of those who DID NOT report: • 38% reported to another “official” • 22% thought it was a “personal” matter • 24% thought it wasn’t “important” enough to report

6. VIOLENCE IN THE WORKPLACEDefinitions To attack someone physically or verbally, causing bodily or emotional injury, pain, and/or distress. This might involve the use of a weapon, and includes actions such as hitting, punching, pushing, poking, or kicking. Assault

7. VIOLENCE IN THE WORKPLACEDefinitions Threats or other conduct which in any way creates a hostile environment; impairs Agency operations; or frightens, alarms, or inhibits others. • Verbal intimidation may include: • False statements that are malicious • Disparaging • Derogatory • Disrespectful • Abusive • Rude Intimidating Behavior

8. VIOLENCE IN THE WORKPLACEDefinitions Any oral or written expression or gesture that could be interpreted by a reasonable person as conveying intent to cause physical harm to persons or property. Threat

9. VIOLENCE IN THE WORKPLACEExample Workplace violence is an action (verbal, written, or physical aggression) that is intended to control, cause or is capable of causing, injury to oneself or others, emotional harm, or damage to property Workplace Violence

10. Categories of Workplace Violence Violence by Customer/Clients • The perpetrator has a legitimate relationship with the organization • The recipient of services provided by the affected workplace or victim

11. Violence by Customers or ClientsPotential Risk Factors • Working in isolation • Working after regular hours • Lack of controlled access to worksite • Dealing with customers with past violent behavior • Potential weapons easily visible and accessible • Lack of a quick means of communication • Lack of alternate escape route

12. Violence by Customers or Clients Reducing the risk factors • Training • Controlled access to work site • Avoidance of employee isolation factors • Quick communication method(s) • No easy access to potential weapons • Worksite set-up so employees are not trapped from exiting • Security personnel • Post laws against assault, stalking or other violent acts

13. Categories of Workplace Violence Violence by Co-Workers The perpetrator is an employee or past employee of the organization who attacks or threatens fellow past or present employees May be seeking revenge for what is perceived as unfair treatment Includes employees, supervisors and managers

14. Violence by Co-WorkersPotential Risk Factors High stress in the workplace (impending layoffs) and outside, non-work related stress Lack of appropriate management protocols for disciplinary actions Individual with a history of violent behavior Lack of appropriate training for supervisors

15. Violence by Co-WorkersReducing the risk factors • Training • Enforced policy on zero tolerance for workplace violence • Management policy for disciplinary actions • Access to employee assistance program or other counseling services • Policy prohibiting weapons • Security personnel • Post laws against assault, stalking or other violent acts

16. Preventing Workplace Violence • Three general approaches to prevention 1. Environmental 2. Administrative/Organizational 3. Training Source: University of Iowa, Injury Prevention Research Center, February 2001

17. Preventing Workplace Violence • Environmental • Adequate inside and outside lighting • Secure entrances and exits • Security hardware • Key cards • Smart cards • Biometric systems • Physical barriers • Metal and Explosives Detectors • Security Services • Specialized customer/client meeting rooms

18. Preventing Workplace Violence • Administrative/Organizational – the single most effective tool is the development and implementation of a written program.

19. Special Considerations For Managers/Supervisors • Indicators that employees need immediate intervention – Early warning signs: • Inability to concentrate • Violation of safety procedures • New, sudden involvement in accidents or violations • Changes in health or hygiene • Unusual or sudden behavioral change • Fascination with weapons • Alcohol and/or drug abuse • Excuses and Blaming • Depression

20. Special Issues for Field Staff Maintain periodic contact throughout field duty Identify, recognize, and report potentially dangerous situations NEVER put yourself or your fellow employees at risk – remove yourself from the situation.

21. OFFICE SECURITY MEASURES Ensure that employees in your office are familiar with any security procedures established within your office • 1. • 2, • 3. • 4.

22. Action by Employee • IF YOU ENCOUNTER WORKPLACE VIOLENCE IN AN OFFICE: Report any incidents of a serious nature (such as threat, assault, or other acts of violence) to a Manager.

23. According to NIOSH • More than 70% of American workplaces DO NOT have a formal program or policy in place to address workplace violence! • Employers have a legal and/or moral obligation to provide a safe workplace!

24. OVERRIDING CONSIDERATION • The most important point to keep in mind is, IF BODILY HARM TO ANY PERSON OR PERSONS IS IMMINENT, CALL 911 OR YOUR LOCAL POLICE.

25. OSHA Complaint /Inspection Criteria for Initiating Inspections. Known risk factors to consider, while each of these factors shall be considered, they would not individually trigger an inspection. • Working with unstable or volatile persons in certain healthcare, social service or criminal justice settings. • Working alone or in small numbers. • Working late at night or during early morning hours. • Working in high-crime areas. • Guarding valuable property or possessions. • Working in community-based settings, such as community mental health clinics, drug abuse treatment clinics, pharmacies, community-care facilities and long term are facilities. • Exchanging money in certain financial institutions. • Delivering passengers, goods or services.

26. OSHA Complaint /Inspection • Evidence of employer and/or industry recognition of the potential for workplace violence in OSHA-identified high risk industries, such as healthcare and social service settings and late night retail

27. OSHA Complaint /Inspection • Feasible abatement methods exist to address the hazard(s). • Some examples applying this criteria to various types of situations. • The first example presents facts where OSHA would investigate

28. OSHA Complaint /Inspection • Example 1 – Inspection to be conducted • A patient in the psychiatric ward attacks a nurse at a local hospital. Known risk factor – YES • - Working with unstable or volatile persons in healthcare. Industry and/or Employer Recognition – YES • - Large body of studies on the existence of potential workplace violence in these types of healthcare settings. Previous incidents reported to employer. Existence of feasible means of abatement – YES • - Large body of work on feasible means of abatement available to address workplace violence in these types of healthcare settings • (e.g., having two or more employees present when unstable clients are at the facility).

29. OSHA Complaint /Inspection • Example 2 – No inspection conducted • A disgruntled acquaintance stabs an employee of a bookstore at work. • • Known risk factor – NO • - The incident covers only some of the risk factors, and the hazard could not have been reasonably anticipated. • - The bookstore was not in a high crime area. • - The incident occurred at 10 a.m. in a store with five employees present. • - The only employer knowledge was that the employee and acquaintance appeared to argue prior to the stabbing. • • Industry and/or Employer Recognition – NO • - No industry history of violence at bookstores and no reason for the employer to anticipate such an incident. • • Existence of feasible means of abatement – NO • - No known prevention measures for random acts of violence in this type of workplace setting.

30. OSHA Complaint /Inspection • Example 4 – Area Director discretion required • Employees at a financial institution were shot. • • Known risk factor – YES • - Exchange of money. However, information needs to be gathered regarding the type of workplace where the incident occurred (i.e., a stand-alone bank, a credit union in an office building, a quick loans or check cashing storefront). • - Was the establishment in a high crime area? • - Was the financial institution held up? • - What were the circumstances surrounding the violent incident? • - Was the perpetrator an acquaintance of any of the employees? • - What interactions occurred between the perpetrator and employees?

31. OSHA Complaint /Inspection • Industry and/or Employer Recognition – YES - Studies exist on the potential for armed robberies at financial institutions. - Were there any engineering controls in place to address incidents of workplace violence, such as bulletproof glass and buzz-in entries? • Existence of effective abatement methods – Unknown - Are there feasible abatement methods available to reduce or eliminate the possibility of future incidents? - Feasible abatement methods would depend on the type of incident that occurred and the institution.

32. OSHA Complaint /Inspection Fatality/Catastrophe • An inspection will generally be conducted where there is a death of one or more employees or hospitalization of three or more employees. • The Area Director could determine, after assessing the facts and applying the criteria, that it will not be feasible to initiate an inspection.

33. Resources • http://osha.gov/SLTC/workplaceviolence/ • OSHA Consultation Program • NIOSH www.cdc.gov/niosh/doc/2002-101 • Public Safety Officials • Local and state law enforcement agencies • Trade Associations • Unions and Insurers • Human Resource and Employee Assistance Professionals

34. Summary • Sharing the information with your colleagues and staff. • Engaging all workers in helping to achieve and sustain a safe and healthy work environment! • Your questions are very welcome

35. Contact Info • Brett Beall Compliance Assistance Specialist (CAS)OSHA Baltimore/Washington Area Office Airport Square, Bldg. 19 1099 Winterson Rd., Suite 140 Linthicum, MD 21090-2218 Office: 410-865-2055 Fax: 410-865-2068 • Email: beall.brett@dol.gov Thank You!