VIOLENCE IN THE

WORKPLACE &

HARASSMENT

PREVENTION PROGRAMJanuary 2017

AGENDA

� Culture of Safety

� Definition of workplace violence

� Types of Workplace Violence

� Conflict vs. Violence

� Policy Statement

� Responsibilities

� Reporting

CULTURE OF SAFETY

Groves Memorial Community Hospital and

North Wellington Health Care are

Committed to providing a safe, healthy and

respectful work environment for all staff

VIOLENCE IN THE WORKPLACE

DEFINITION

Violence is any actual, attempted or

threatened act of aggression that causes (or

is likely to cause) physical or psychological

harm including behaviours known, or ought

to be known to be unwelcome or threatening

to the worker.

TYPES OF VIOLENCE IN THE

WORKPLACE

Type I Criminal intent

Type II Client/customer

Type III Employee related

Type IV Domestic Violence

TYPES OF VIOLENCE IN THE

WORKPLACE

Type I: Criminal Intent

� Involves a person with no relationship to

the workplace who commits a violent act

� Theft – money, cars, drugs, staff’s personal

belongings

� Hostage taking/kidnapping

� Physical assault

TYPES OF VIOLENCE IN THE

WORKPLACE

Type II: Client/customer

� Involves person receiving care/services

� Patient to worker

� Worker to patient

� Patient to patient

� Most prevalent type of violence in

health/community care

TYPES OF VIOLENCE IN THE

WORKPLACE – TYPE II

Client/Customer – Violence vs. Aggression

Violence� ‘Willful intent’ to cause harm

� No contributing physiological or psychological conditions rendering person incompetent

Aggression/Responsive Behaviours� No intent to cause harm

� Underlying physiological/psychological condition

� Often results form inability to communicate a need –response to stimulus

TYPES OF VIOLENCE IN THE

WORKPLACE

Type III: Employee Related

� Can involve anyone who has an employment

relationship (management; workers; physicians;

contract workers)

� Worker to worker

� Supervisor to worker; worker to supervisor

� Physician to worker; worker to physician

� Contract workers

TYPES OF VIOLENCE IN THE

WORKPLACE

Type IV: Domestic Violence

Relationship violence that occurs at the workplace:

� A partner, spouse, family member commits a

violent act against a worker

� Most recent catastrophic event – Lori Dupont at

Hotel Dieu Grace Hospital

Harassment

� Workplace Harassment means engaging

in a course of vexatious comment or

conduct against a worker in the workplace

that is known or ought to be known to be

unwelcome.

� Reasonable action taken by an employer

or supervisor relating to the management

and direction of workers or the workplace

and is not considered workplace

harassment.

Sexual Workplace Harassment

� Engaging in a course of vexatious

comment or conduct against a worker in a

workplace because of sex, sexual

orientation, gender identity or gender

expression, where the course of comment

or conduct is known or ought to be known

to be unwelcome or 8

Sexual Workplace Harassment

cont’d � Or,

� Making a sexual solicitation or advance

where the person making the solicitation

or advance is in a position to confer, or

deny a benefit or advancement to the

worker and the person knows or ought

reasonably to know that the solicitation or

advance is unwelcome.

PHYSICAL

VS.

BEHAVIOURAL

VIOLENCE

PHYSICAL VIOLENCEAny action with the intent to harm, intimidate or threaten

another person – for example:

� Display/use of any kind of weapon or any object that could be interpreted as being dangerous

� Physical assault

� Shooting/stabbing

� Throwing of any object

� Deliberately kicking banging or punching fixtures and equipment

� Interfering with vehicles or causing damage to employee vehicles

� Threats (veiled or open)

� Gestures with the hands or other parts of the body that indicate harm

� Stalking

� Acts of sabotage

� Obscene or threatening phone calls at work or home

BEHAVIOURAL VIOLENCEActs of behavioural violence include harassment or any behavior that is

targeted towards an individual and is known, or ought to be known to

be unwelcome or threatening. Behavioural violence often results in

psychological harm rather than physical harm.

� Harassment (personal and workplace, including sexual harassment)

� Disruptive behaviour

� Any behaviour meant to offend, humiliate, embarrass or demoralize

� Intimidation

� Shouting or swearing

� Condescending or demeaning language

� Bullying

� Spreading rumours or malicious gossip

� Coercion / manipulation

� Uttering derogatory remarks

� Undermining authority or professional practice

CONFLICT VS. VIOLENCE

� We promote open communication, healthy debate, “challenging the process”

� Good faith, respectful, courteous and professional discussions are expected

� Behaviour = Conflict - managed by individuals involved

� Behaviour = Violence definitions - follow reporting procedures.

� Report violations of the Human Rights Code (discrimination, harassment) to Human Resources, using reporting procedures

HOW CAN I TELL THE

DIFERENCE?

� Some questions to ask:

� Is there an intent to harm?

� Would a reasonable person know that their

actions are threatening or the person ought to

know comments or actions are (sexually)

inappropriate ?

� Is the action or behaviour targeted toward a

someone?

� Yes answers may indicate that the action or

behaviour is violent in nature or grounds for

sexual or personal harassment .

VIOLENCE IN THE WORKPLACE

PREVENTION PROGRAMPolicy Statement:

Groves Memorial Community Hospital and

North Wellington Health Care Corporation

""are committed to providing a safe, healthy

and respectful work environment for all staff.

The hospital will not tolerate any physical or

behavioural violence directed towards staff, by

anyone.

**Applies to all staff, physicians, volunteers, contractors,

patients, visitors, suppliers, and vendors.

EMPLOYER’S RESPONSIBILITY

Take every reasonable precaution to

protect an employee from physical or

psychological injury in the workplace if the

employer becomes aware or ought

reasonable to be aware that any type of

violence is a risk.

ASSESSING HAZARDS AND

RISKS

�Risk assessments must be done as

often as necessary

� Organizational (infrastructure)

� Unit/ Department Specific

� Physical Structure

MANAGEMENT

RESPONSIBILITIES� Demonstrate commitment to intolerance of violence – It’s not just “part of

the job in healthcare”

� Attend training regarding Violence in the Workplace

� Review and discuss this policy with employees

� Ensure staff attend training sessions;

� Facilitate/maintain work environment that meets the standards outlined in this policy;

� Complete departmental risk assessment and review as often as necessary.

� Identify and communicate violence related hazards, and/or increased potential for violence

� Collaborate to resolve issues related to Violence in the Workplace.

� Follow procedures within the policy to facilitate an early resolution of issues;

� Report violence to Human Resources for investigation and to the staff’s respective (union) representative (where applicable);

� Implement recommendations resulting from the investigation;

� Offer employees support through the EAP or other support as appropriate

STAFF RESPONSIBILITIES

� Demonstrate commitment to intolerance of violence of any kind

� Participate in workplace violence prevention training programs;

� Report all known/observed incidents of violence to your

supervisor;

� Follow the procedures within the policy;

� Seek out supportive assistance (i.e. EAP, Occupational Health Nurse, HR, Union Representative, Women’s Advocate (UNIFOR rep available to all staff, all sites etc.) following exposure to incidents of workplace violence when needed, and;

� Participate in workplace risk assessments and implementation of procedures;

� Notify Occupational Health Nurse (or HR in their absence) immediately if you seek medical attention, or are sent home for the remainder of your shift

REPORTING

� All staff members are required to report all

incidents, using the RL6 Safety Reporting

System, where they (or another individual) is

subject to, witnesses or has knowledge of

workplace violence.

� Violence Complaint Report forms are also

required and a copy provided to the respondent

as part of investigation process.

� No reprisal when reporting in good faith

REPORTING

VIOLENCE IN THE WORKPLACE

PHYSICAL VIOLENCE

RESPONSE AND REPORTING

� Code White and/or 911 must be called when there is imminent danger or a safety issue

� Seek medical treatment as appropriate

� Report the incident to the department Supervisor/Manager/Patient Care Coordinator

� Submit “Workplace Violence Complaint Report Form” to Occupational Health Nurse

� The Manager/delegate will immediately conduct a preliminary investigation into the circumstances of the incident.

� The Human Resources department will initiate a formal investigation, when the respondent is a staff member or the respondent has a relationship with a staff member e.g. domestic violence.

� Union Representatives/Chief of Staff will be notified of any investigations involving a staff member where appropriate

� Where a Hospital staff member commits any of these acts, subsequent disciplinary, remedial, and/or legal action may be taken up to and including termination or suspension/loss of privileges.

BEHAVIOURAL VIOLENCE

RESPONSE AND REPORTING� Submit “Workplace Violence Complaint Report Form” to Human

Resources.

� Initial response to complainant within six (6) business days

� HR will conduct a formal investigation (in conjunction with department Manager)

� Complainants can expect to be called upon throughout the course of the investigation

� The course of the investigation will be determined depending on the particular circumstances, including who will be called into the investigation

� Union Representatives/Chief of Staff will be notified of any investigations involving a staff member where appropriate

� The complaint resolution may include consequences of disciplinary, remedial, and/or legal action up to and including termination or suspension/loss of privileges.

� The complaint resolution process will be completed in a timely manner

WORKPLACE VIOLENCE COMPLAINT

REPORT FORM

WORKPLACE VIOLENCE COMPLAINT

REPORT FORM

Unifor Women’s Advocate Program

� Program offered through the Unifor union

� Successful joint union/management initiative that supports a safe, healthy and respectful work environment

� Jeanette Boutcher-Roelofsen – GMCH staff member specially trained through Unifor program to assist staff with concerns such as harassment, relationship violence, and abuse.

� Not a counsellor – provides support for staff seeking workplace and community resources

� Confidential phone extension 3600 – leave a message

Questions?

•Information can be found on the Violence &

Harassment Prevention bulletin boards at each site

•Information can be found on the intranet under

Administration/Human Resources/Violence Prevention

•Resources:

•Manager

•Union Representative

•Human Resources ext. 3226

•Occupational Health and Safety

•Unifor Women’s Advocate ext. 3600

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