WORKPLACEVIOLENCEMONTHLYTAILGATE

ISSUE

967W

Page 1IntroductionAre You At Risk?Risk Factors

Page 2Reducing The HazardsTypes of OffendersIndicatorsEmployer ResponsibilitiesConclusion

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In this issue

IntroductionWorkplace violence is any act or threat of physical violence, harassment, intimidation, or otherthreatening disruptive behavior that occurs at the work site. It ranges from threats and verbalabuse to physical assaults and even homicide. It can affect and involve employees, clients,customers and visitors. Homicide is currently the fourth-leading cause of fatal occupationalinjuries in the United States. According to the Bureau of Labor Statistics Census of FatalOccupational Injuries (CFOI), of the 4,547 fatal workplace injuries that occurred in the UnitedStates in 2010, 506 were workplace homicides. Homicide is the leading cause of death forwomen in the workplace. However it manifests itself, workplace violence is a major concern foremployers and employees nationwide.

Are You At Risk?Nearly 2 million American workers report having been victims of workplace violence each year.Unfortunately, many more cases go unreported. The truth is, workplace violence can strikeanywhere, anytime, and no one is immune.

What Are The Risk Factors?Research has identified factors that may increase the risk of violence for some workers at certainworksites. Such factors include:

Exchanging money with the public and working with volatile, unstable people

Working alone or in isolated areas may also contribute to the potential for violence.

Providing services and care, and working where alcohol is served may also impact thelikelihood of violence.

Time of day and location of work, such as working late at night or in areas with high crimerates.

Among those with higher risk are workers who exchange money with the public, deliverydrivers, healthcare professionals, public service workers, customer service agents, lawenforcement personnel, and those who work alone or in small groups.

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General Duty ClauseSection 5 of theOccupational Safety andHealth Act (OSHA) of 1970:

(a)(1) Each employer shallfurnish to each of his employeesemployment and a place ofemployment which are free fromrecognized hazards that arecausing or are likely to causedeath or serious physical harmto his employees;

(a)(2) shall comply withoccupational safety and healthstandards promulgated underthis Act.

(b) Each employee shall complywith occupational safety andhealth standards and all rules,regulations, and orders issuedpursuant to this Act which areapplicable to his own actionsand conduct.

ResourcesOSHA - OccupationalSafety and HealthAdministrationwww.osha.gov

Currently there are 25states that develop andoperate their own safetyand health programs inthe workplace so be sureto check if your stateapplies.

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What Can YourEmployer Do?Encourage employees toreport and log allincidents and threats ofworkplace violence.

Provide prompt medicalevaluation and treatmentafter the incident.

Report violent incidentsto the local policepromptly.

Inform victims of theirlegal right to prosecuteperpetrators.

Discuss the circumstancesof the incident with staffmembers. Encourageemployees to shareinformation about waysto avoid similar situationsin the future.

Offer stress debriefingsessions and post-traumatic counselingservices to help workersrecover from a violentincident.

Investigate all violentincidents and threats,monitor trends in violentincidents by type orcircumstance, andinstitute correctiveactions.

Discuss changes in theprogram during regularemployee meetings.

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How Can Workplace Violence Hazards Be Reduced?In most workplaces where risk factors can be identified, the risk of assault can be prevented orminimized if employers take appropriate precautions. One of the best protections employers canoffer their workers is to establish a “zero-tolerance” policy toward workplace violence. This policyshould cover all workers, patients, clients, visitors, contractors, and anyone else who may come incontact with company personnel.

By assessing their worksites, employers can identify methods forreducing the likelihood of incidents occurring. OSHA believes thata well written and implemented Workplace Violence PreventionProgram, combined with engineering controls, administrativecontrols and training can reduce the incidence of workplaceviolence in both the private sector and Federal workplaces.

This can be a separate workplace violence prevention program or can be incorporated into an injuryand illness prevention program, employee handbook, or manual of standard operating procedures.It is critical to ensure that all workers know the policy and understand that all claims of workplaceviolence will be investigated and remedied promptly. In addition, OSHA encourages employers todevelop additional methods as necessary to protect employees in high risk industries.

Types of Offenders

Type I Offender has no relationship with the victim or workplace establishment. In these incidents, the motive most often is robbery or another type of crime.

Type II Offender currently receives services from the workplace, often as a customer, client, patient, student, or other type of consumer.

Type III Offender is either a current or former employee who is acting out toward coworkers, managers, or supervisors.

Type IV Offender is not employed at the workplace, but has a personal relationship with an employee. Often, these incidents are due to domestic disagreements between an employee and the offender.

Indicators To Watch Out For Human behavior is unpredictable; however, some indicators of increased risk for violent behaviorhave been identified, they are:

- Direct or veiled threats of harm.- Intimidating, harassing, bullying, belligerent, or other inappropriate and aggressive behavior.- Numerous conflicts with supervisors and other employees. - Drugs and/or alcohol abuse.- Fascination with weapons; inappropriate references to guns, bringing a weapon to work and brandishing it.- Statements that indicate depression or desperation (over family, financial, or other personal problems).- Unexplained and extreme changes in the person’s behavior.

ConclusionBy identifying problems and thoughtfully dealing with them, you may be able to prevent violencefrom happening. Some situations may require immediate law enforcement intervention, while othersmay constitute misconduct that would require company disciplinary action. Whenever action isrequired for policy violations, it must be handed out impartially and consistently.