Workplace Violence Awareness

1. Workplace Violence Awareness

2. In the short time we have� Arriving at a definition of workplace violence The Canadian experience What does the law say What are progressive organizations doing

3. What are we talking about� Continuing disagreement regarding the definition and parameters of violence. Two parameters: Physical versus Non physical The source (who is the perpetrator)

4. Definitions Can Vary BC � ��attempted or actual exercise by a person , other than a worker, of any physical force�� Sask. � ��attempted, threatened or actual conduct of a person that causes or is likely to cause injury�� NS � ��attempted, threatened or actual conduct that endangers the health & safety of the employee��

5. Pressure for an Expanded Definition OC Transport Inquest We recommend that workplace violence be defined, not only as physical violence but also as psychological violence such as: bullying, mobbing, teasing, ridicule or any other act or words that could psychologically hurt or isolate a person in the workplace. Rationale: Non-physical violence can have as much impact as physical violence

6. ��means an vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee�s dignity or psychological or physical integrity and results in a harmful work environment�� (Bill 143, 2002) Psychological Harassment

7. Bullying Workplace bullying is the persistent mistreatment of one or more employees, sometimes by an employee in a position of influence or authority, who, intentionally or unwittingly, subjects others to behaviour that humiliates, demoralizes or otherwise undermines the victim�s credibility, effectiveness and personal wellbeing.

8. Bullying & Mobbing Bullying and mobbing often include patterns of behaviour that are displayed over a period of time. Because of this and the sometimes subtle nature of the offensive behaviour, both bullying and mobbing can be difficult to recognize.

9. How Common is �Bullying� Within Quebec it was estimated that 1 in 10 employees may have experienced some form of �Bullying� which prompted new legislation. The CIWV Labour Report of 2000 suggested a high incidence of harassment and intimidation on the job The ILO (1997) Global Report on Workplace Violence suggested that 43% of international civil servants experienced bullying Depending on how �Bullying� is defined estimates range from 2% to 45%

10. �Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. These behaviors would originate from customers, co-workers at any level of the organization. This definition would include all forms of harassment, bullying, intimidation, physical threats/assaults, robbery and other intrusive behaviors� Our Working Definition

11. The Canadian Experience Women have 19% higher rate of physical or psychological assaults than the US Stats Can. 12,000 women 51% attacked CUPE 1994 70% reported verbal aggression, 40% struck, 30% grabbed Sexual Harassment fastest growing compliant since 1991 (Ont. Human Rights Commission) It only takes one or two conspicuous incidents to bring into focus that Canada is not immune to workplace violence. In fact, by scratching the surface of Canadian workplaces, we see that workplace violence, in a variety of forms, has germinated in Canada and is quietly growing.It only takes one or two conspicuous incidents to bring into focus that Canada is not immune to workplace violence. In fact, by scratching the surface of Canadian workplaces, we see that workplace violence, in a variety of forms, has germinated in Canada and is quietly growing.

12. Violence: A Global Problem France, Argentina, Romania, Canada, & England reported highest rates of assaults & sexual harassment on the job. (ILO) In Canada wage-loss claims by hospital workers due to violence increased 88% since 1985 (BC Comp. Board)

13. Canadian Initiative Preliminary Findings Violence has increased (66%) Physical violence reported from outside, whereas Psychological from within 78% have taken concrete steps to act 53% suggest not enough being done 91% believe Canada different than US but moving in that direction

14. Violence: An Interaction An interaction between three factors: Stimulus that leads subject to think this is the only way out A viable solution to the problem at hand An organization that facilitates/permits violence, or at least does not stop it from occurring.

15. The Concept of �Control� Each of us requires a varying degree of control both within and outside the workplace. This simply means that we have some options within our grasp to influence our daily lives. Periodically each of us falls below our threshold of control and experiences transitory anxiety or stress, which prompts us to take action. When legitimate action is elusive or taken from us, we can slip into a more prolonged state of tension or despair. This state can become chronic and almost unidentifiable to the individual Although rare an infrequent, an individual suffering from a significant mental health disorder, or one who feels sufficiently desperate to the point of unreasonableness can act impulsively and without regard for others. Each of us requires a varying degree of control both within and outside the workplace. This simply means that we have some options within our grasp to influence our daily lives. Periodically each of us falls below our threshold of control and experiences transitory anxiety or stress, which prompts us to take action. When legitimate action is elusive or taken from us, we can slip into a more prolonged state of tension or despair. This state can become chronic and almost unidentifiable to the individual Although rare an infrequent, an individual suffering from a significant mental health disorder, or one who feels sufficiently desperate to the point of unreasonableness can act impulsively and without regard for others.

16. The Letter � �I�m going to commit an unforgivable act�I have no choice. I�m tired, exhausted and completely backed against the wall�They will never leave me alone. I can�t go on living like this! They have destroyed my life, I will destroy their life�OC Transpo and the unions can�t hide from what they do to me�They will pay dearly for what they�ve done to me. The people who I hold responsible are: (four names listed) along with many others �all I wanted was for them to leave me alone, not to bug me but it was too much to ask. They have spread lies, especially that I was a rat who denounced my own union members to try and have them stop laughing at me.�

17. Responsibility Common Law Liability Liability of the employer for the acts of its employees. Liability of the employer for its own acts. Statutory Liability Occupier�s Liability Act. Occupational Health & Safety act. Human Rights Code.

18. Statutory Liability Occupier�s Liability Act People who are in control over land must ensure that their premises are safe for persons who may be reasonably expected to enter. There are a number of security steps that can mitigate the risk - lighting, intercom, alarm systems, electronic access, ID tags, single reception, etc.

19. Human Rights Code 11 grounds under the code An employer may be liable for harassment of workers where it knew or ought to have reasonably known that harassment was taking place and failed to take reasonable action to prevent it.

20. Occupational Health & Safety Act Employers have a responsibility to take reasonable care to provide employees with a safe workplace. Some provinces have made specific reference to violence � BC, Alberta, Sask, Manitoba & NS. Individuals can refuse �unsafe� work.

21. The Criminal Code of Canada Trespassing at Night (Sec. 177) Offensive Volatile Substance (Sec. 178) Criminal Harassment (Sec. 264) Uttering Threats (Sec. 264.1) Extortion (Sec. 364) False Messages (Sec. 372) Intimidation (Sec. 423)

22. Your road map to prevention Policy A clear policy and accompanying procedures are the basis of a complete and effective violence prevention program. Hazard Assessment Determine the specific risks of violence in your workplace. Prevention Measures Develop specific measures to eliminate or minimize violence hazards in your workplace. Reporting & Investigating Every workplace should have a system for reporting, recording and investigating workplace violence. Emergency Response Planning It is essential that you have a specific plan that clearly outlines how to respond to a serious incident. Victim Assistance Offering victims of workplace violence support services will reduce the impact of a crisis. Incident Follow-Up Incident follow-up will lead to recommendations that can prevent or minimize the likelihood any future occurrence of workplace violence. Training & Education The exact content and type of training will depend upon the results of your hazard assessment and your workplace-specific prevention program. Program Review An annual (or more frequent) program review will ensure your violence prevention program is working.Policy A clear policy and accompanying procedures are the basis of a complete and effective violence prevention program. Hazard Assessment Determine the specific risks of violence in your workplace. Prevention Measures Develop specific measures to eliminate or minimize violence hazards in your workplace. Reporting & Investigating Every workplace should have a system for reporting, recording and investigating workplace violence. Emergency Response Planning It is essential that you have a specific plan that clearly outlines how to respond to a serious incident. Victim Assistance Offering victims of workplace violence support services will reduce the impact of a crisis. Incident Follow-Up Incident follow-up will lead to recommendations that can prevent or minimize the likelihood any future occurrence of workplace violence. Training & Education The exact content and type of training will depend upon the results of your hazard assessment and your workplace-specific prevention program. Program Review An annual (or more frequent) program review will ensure your violence prevention program is working.

23. Workplace Violence Prevention Policy Every organization should have a workplace violence prevention policy developed by management and employees. This document will be the foundation of your violence prevention program

24. Risk Assessment To effectively prevent workplace violence you need to have a general understanding of workplace violence risk factors. Your risk assessment should build on this general understanding and include input from both management and employees. Glenn � This slide doesn�t read well � ? Delete first sentence �The importance of a workplace violence risk assessment�? (Done) ?Delete second point? (you must conduct)�(Done) Also, this slide should provide some segue (sp) to the next slide, I.e. something like you need to have a general understanding of the workplace violence risk factors before you conduct a workplace-specific assessment. Jessie (I have cleaned this up, see what you think. I did not want to eliminate the �working together� issue between management and employees, as I think this is very important and is not emphasized in the slides that follow)Glenn � This slide doesn�t read well � ? Delete first sentence �The importance of a workplace violence risk assessment�? (Done) ?Delete second point? (you must conduct)�(Done) Also, this slide should provide some segue (sp) to the next slide, I.e. something like you need to have a general understanding of the workplace violence risk factors before you conduct a workplace-specific assessment. Jessie (I have cleaned this up, see what you think. I did not want to eliminate the �working together� issue between management and employees, as I think this is very important and is not emphasized in the slides that follow)

25. Developing preventative measures The next step is to develop specific measures to eliminate or minimize these risks Preventive measures include training and education as well as improvements to your workplace design, administrative practices and work practices

26. Reporting & Investigating Workplace violence is frequently under reported. Every workplace should have a clearly defined system set up for the reporting, recording and investigating incidents or possible incidents of violence. Here (Link) Glenn � can you sequence them from what you consider most common to least common � in case we need to delete some due to space constraints � thx. J. (Done) 1)��There is a lack of understanding about what constitutes �workplace violence�. 2)��Some forms of workplace violence are viewed as �part of the job�. 3)��The person reporting is afraid of being labeled a �snitch� or �troublemaker� by co-workers. 4)��The victim fears reprisals. 5)��There is concern about a lack of confidentiality. 6)��There are poorly defined and executed procedures for investigating workplace violence. 7)� There have been past failures by the organization to provide support to the victim. 8)�� The organization has not defined or communicated a hierarchy of clear and appropriate consequences for different degrees of violence (e.g. the person reporting fears that termination of the alleged offender will be automatic). Here (Link) Glenn � can you sequence them from what you consider most common to least common � in case we need to delete some due to space constraints � thx. J. (Done) 1)��There is a lack of understanding about what constitutes �workplace violence�. 2)��Some forms of workplace violence are viewed as �part of the job�. 3)��The person reporting is afraid of being labeled a �snitch� or �troublemaker� by co-workers. 4)��The victim fears reprisals. 5)��There is concern about a lack of confidentiality. 6)��There are poorly defined and executed procedures for investigating workplace violence. 7)� There have been past failures by the organization to provide support to the victim. 8)�� The organization has not defined or communicated a hierarchy of clear and appropriate consequences for different degrees of violence (e.g. the person reporting fears that termination of the alleged offender will be automatic).

27. Emergency Response Planning From an both an individual and organizational perspective, it is essential that you have a specific plan that clearly outlines how to respond to a serious incident before it happens. The plan should be comprehensive enough to deal with most incidents, but easy enough to understand and remember Glenn � delete red info � add green info (Done)Glenn � delete red info � add green info (Done)

28. Victim Assistance In the aftermath of an incident of workplace violence, traumatized individuals may require emotional and medical support. Traumatized Individuals Individuals who may be affected by a traumatic event include: The victim Other employees Witnesses First responders Family members Services Glenn � much of this content is now contained on slide 42 � you may want to delete the information below (consolidating all concepts) � I am not sure what the sentence on the slide is trying to get at ala �before and after incident� Jessie (Right � I have eliminated this from the slide retaining the first paragraph only. The balance will be covered on page 42 as you noted) Medical assistance - if and when required. Debriefing - Opportunities for victims to talk about their experience, either informally with co-workers or formally with a skilled debriefed Trauma counseling - from a qualified professional Information - about their rights and responsibilities Follow-up � post incident monitoring Traumatized Individuals Individuals who may be affected by a traumatic event include: The victim Other employees Witnesses First responders Family members Services Glenn � much of this content is now contained on slide 42 � you may want to delete the information below (consolidating all concepts) � I am not sure what the sentence on the slide is trying to get at ala �before and after incident� Jessie (Right � I have eliminated this from the slide retaining the first paragraph only. The balance will be covered on page 42 as you noted) Medical assistance - if and when required. Debriefing - Opportunities for victims to talk about their experience, either informally with co-workers or formally with a skilled debriefed Trauma counseling - from a qualified professional Information - about their rights and responsibilities Follow-up � post incident monitoring

29. Incident Follow-up   Incident follow-up is part of your ongoing effort assess risk and improve prevention and response strategies. Glenn � can the first sentence be deleted with the proposed revisions to the second sentence? (Yes, I have done this)Glenn � can the first sentence be deleted with the proposed revisions to the second sentence? (Yes, I have done this)

30.  Continuous program review should not be overlooked Routine program review is critically important for meeting organizational and individual employee needs. Ensuring that your program is current and responsive is a testament to your commitment for a safe workplace. Glenn � added the following. (Done) Routine Program Review Program review should occur at least annually � and more often than that if any of the following situations apply: Your organization is experiencing an increase in violent incidents. Your organization has undergone a significant change (e.g. relocation, addition of new shifts, a significant change in business circumstances). There have been legislative changes which affect your organization. Glenn � added the following. (Done) Routine Program Review Program review should occur at least annually � and more often than that if any of the following situations apply: Your organization is experiencing an increase in violent incidents. Your organization has undergone a significant change (e.g. relocation, addition of new shifts, a significant change in business circumstances). There have been legislative changes which affect your organization.

31. Where to go From Here� Violence in the Workplace: Prevention Guide � Canadian Centre for Occupational Health & Safety � 1-800-668-4284 Violence in the Workplace, Eric Roher, Carswell Publishing � 1-800-387-5164 Human Resources Guide to Workplace Violence, Norman Keith, Canada Law Book

32. Thank You