Workplace violence: Use this ‘before and after’ checklist
Use this before and after’ checklist
Before an incident occurs:
— Develop a plan or written policy to address violence in the workplace.
— Clearly state that staff and patient safety are a priority.
— Communicate this policy and appropriate behavior for all employees toward coworkers and hospital customers.
— Make it clear violence, incivility, direct or veiled threats of harm, and intimidating, belligerent, harassing, bullying, or other inappropriate and aggressive behavior will not be tolerated.
— Screen all employees, and check their references.
— Conduct exit interviews when employees retire, quit, or are transferred or terminated, to identify potential violence-related security or management problems.
— Invite local police into your firm to review the written violence prevention plan.
— Encourage the police to become more familiar with your facility. Learn what actions they take during incidents involving threats and violence.
— Have a security expert evaluate your written plan, and educate employees on violence prevention.
— Educate managers on the signs of a troubled employee. Watch for the following: a change in the employee’s behavior or work pattern, tardiness, failure to complete projects, irritability, and hypersensitivity to criticism or negative information. Signs of a troubled home situation include frequent or threatening phone calls, the employee becoming upset after calls or visits from family members, a change in schedule requests, an increase in sick days, and any injury.
— Have a policy to address restraining orders initiated by staff. A major proportion of homicides in the workplace involve the extension of domestic violence into the workplace. You should know if an employee has a restraining order against anyone. The management, staff, and security ideally should have a photo of the person to prevent the person gaining access to the work site or the employee. The staff should know whom to call and actions to take if the person presents to the workplace. The goal is to let authorities remove the person without endangering the employee, other staff, and innocent bystanders.
— Have an internal emergency code to be used in crisis, and conduct mock crisis drills.
— Encourage staff to seek help when a situation seems to be escalating. Ask your employees to help identify potentially violent situations.
After an incident has occurred:
— Make an immediate investigation.
— Secure the work area where the incident occurred.
— Account for all staff and others.
— Ensure the physical safety of those remaining in the area.
— Ensure that no work area is left short-staffed while others assist the victim or secure the area.
— Focus on fact-finding to prevent recurrence, and not on fault-finding.
— Determine what action needs to be taken.
— When a threat has been made or an incident has occurred, evaluate the situation and, if warranted, notify the potential victims and/or police.
— Conduct immediate debriefings. Include all affected employees in a debriefing to discuss the cause of the violence, explore explanations, develop a plan of action, and identify those needing further counseling.
— Support the prosecution of the offenders. File charges in every case of assault.
— Provide information and counseling services to those involved and their families.
— Provide accurate communication to outside agencies, media, and law enforcement.
— Determine what could be done differently in the future.
Source: Tracy G. Sanson, MD, FACEP, Assistant Medical Director, Department of Emergency Medicine, Brandon (FL) Regional Medical Center.
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