Policy for the Management of Violence, Aggression and Harassment in the Workplace Version No Author Date Comments Approved by V1.0 Lynne Sharp 24-11-15 First draft To discuss virtually with Health and Safety Sub-Group V1.1 Comments by H&S Group included For approval by QRC 3-2-16 V2.0 Lynne Sharp/Kelvin Langford APPROVED 10-8-17 Para 8 review date changed to every two years. Reviewed by H&S Group and SMS Specialist. No further changes APPROVED For approval by QRC 10-8-17 V2.0 August 2017 1
Reader information Reference Version Title Authors/Nominated Lead HS009 V2.0 Policy for the Management of Violence, Aggression and Harassment in the Workplace Head of Governance and Engagement NHS Rushcliffe CCG Approval Date 10 August 2017 Approving Committee Quality and Risk Committee Review Date Groups/Staff Consulted Target audience Circulation list Associated documents Superseded documents Sponsoring Director August 2019 CCG Health and Safety Leads NNE, NW, Rushcliffe CCGs All CCGs Staff All CCGs Staff Health and Safety Policy Procedure for Reporting of Incidents and Near Misses including RIDDOR Policy for the Protection of Lone Workers Policy for the Management of Security including a Safe and Secure Environment NHS Protect: Tackling Crime Against the NHS a Strategic Approach NHS Protect: Standards for Commissioners Security Management 2015-16 Policy on Bullying and Harassment N/A Director Nursing and Quality V2.0 August 2017 2
Contents: 1. Introduction 2. Statement of Intent 3. Definitions 4. Roles and responsibilities 4.1 Organisation 4.2 Accountable Officer 4.3 Security Management Director 4.4 Health and Safety Leads 4.5 Health and Safety Sub-Group 4.6 Line managers 4.7 Staff 5. Training 6. Incident Reporting 7. Monitoring and Audit 8. Review 9. References V2.0 August 2017 3
1. Introduction 1.1 This policy covers the three south Nottingham CCGs NHS Nottingham North and East, NHS Nottingham West and NHS Rushcliffe CCGs subsequently known as the CCGs. 1.2 The CCGs are low risk organisations compared to some NHS organisations due to their relatively small staff numbers and the nature of their work which is not direct patient care. However, there are some circumstances where staff could be exposed to potential violence, aggression or harassment. The CCGs recognise the importance of the safety and security of their staff, patients and visitors. 1.3 This policy applies to all CCG staff and also includes temporary staff. The CCGs will not tolerate violence, aggression or harassment in any form against their employees or any person working on behalf of the CCGs. 1.4 This policy does not cover violence, aggression and harassment against staff by other staff. These cases will be treated seriously and are covered under the Policy on Harassment and Bullying. 1.5 The CCGs also have the following related policies: Health and Safety Policy Policy for the Protection of Lone Workers Policy for the Management of Security including a Safe and Secure Environment Procedure for Reporting of Incidents and Near Misses including RIDDOR 2. Statement of Intent 2.1 The policy intention is to detail the CCGs position and responsibilities to provide the safest possible working environment in respect of violence, aggression and intimidating behaviour and their commitment to taking appropriate action following any incident. 3. Definitions The Health and Safety Executive (HSE) defines work-related violence as: Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. This can include verbal abuse or threats as well as physical attacks. In fact verbal abuse and threats are the most common types of incident. Physical attacks are comparatively rare. The HSE states that health and social care employees should not accept incidents of violent or aggressive behaviour as a normal part of the job. NHS staff should be able to come to work without fear of violence, abuse or harassment from patients or their relatives. The NHS has had a zero tolerance attitude towards violence since 1999 and there has been a significant increase in the numbers of offenders being prosecuted. NHS Protect provides further definitions: Physical Assault The intentional application of force against the person of another without lawful justification, resulting in physical injury or personal discomfort. V2.0 August 2017 4
Non-Physical Assault The use of inappropriate words or behaviour causing distress/or constituting harassment Harassment The Equality Act 2010 provides the following definition: Engaging in unwanted conduct related to a relevant protected characteristic, which violates a person s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. 4. Roles and Responsibilities 4.1 Organisation The CCGs have a legal duty to ensure the health, safety and welfare of those employees who work for the organisation. The Security Management Director (SMD) has overall responsibility to make this happen. 4.2 Accountable Officer The Accountable Officer for each CCG accepts overall responsibility for all matters relating to health and safety including implementation of this policy. 4.3 Security Management Director The Director of Nursing and Quality is the nominated Security Management Director with operational responsibility for ensuring that arrangements are in place to minimise the risk of violence, aggression and harassment towards staff and ensuring compliance with NHS Protect guidance. 4.4 Health and Safety Leads Each CCG has a designated Health and Safety Lead who gives guidance to managers on all matters relating to staff safety. They will: ensure that local procedures are put in place and monitored. ensure that any incidents of violence, aggression or harassment are reported, investigated and lessons learned. 4.5 Health and Safety Group The Health and Safety Group is a sub-group of the Quality and Risk Committee. The Group monitors all non-clinical incidents including incidents of violence, aggression or harassment and is responsible for identifying any themes, making recommendations for action as appropriate. The Group provides assurance to the Quality and Risk Committee and ultimately to the CCG Governing Bodies that the appropriate arrangements to safeguard staff are in place. 4.6 Line managers Managers have delegated responsibility for ensuring that the Policy for the Management of Violence, Aggression and Harassment in the Workplace is understood and acted on within their area of responsibility. In order to achieve this they are required to: V2.0 August 2017 5
ensure that all staff are aware of local procedures and protocols and their own responsibilities regarding minimising the risk of incidents of violence aggression or harassment occurring. ensure arrangements are in place to assess and identify risk in all areas and that those risks are managed through putting robust plans in place ensure that all staff are aware of other relevant policies relating to their personal safety such as the Lone Working Policy and Policy for the Management of Security including a Safe and Secure Environment ensure that all staff know how to report an incident in accordance with the Procedure for Incident Reporting including RIDDOR. ensure that all staff have completed mandatory training including Conflict Resolution training. ensure where a member of staff has been assaulted that the individual is properly de-briefed, undergoes a physical assessment, any injuries are documented and they receive access to appropriate post incident support 4.7 Staff All staff are responsible for: ensuring that they have read and understood the Policy for the Management of Violence, Aggression and Harassment in the Workplace undertaking all relevant mandatory training including conflict resolution training ensuring that they avoid putting themselves or their colleagues in situations where they are at risk reporting all incidents and security breaches even where they consider it to be a minor incident, including near misses to enable appropriate follow up action to be taken. 5. Training 5.1 Conflict Resolution Training There is a mandatory requirement for all staff working within the NHS to undertake Conflict Resolution training regardless of their risk of experiencing incidents of violence, aggression or harassment. 5.2 Equality and Diversity and Human Rights Training There is a mandatory requirement for all staff working within the NHS to undertake training on the key aspects of harassment and discrimination covered by the Equality Act 2010. These are both delivered by an e-learning module and completion is monitored alongside all mandatory training requirements. V2.0 August 2017 6
6. Incident Reporting All incidents of violence, aggression or abuse, including near misses should be reported via the Procedure for Reporting of Incidents and Near Misses including RIDDOR. As detailed in paragraph 3.5, the Health and Safety Sub-Group monitors all personal safety incidents and is responsible for identifying any themes, making recommendations for action as appropriate. 7. Monitoring and Audit This policy will be monitored for compliance and effectiveness at regular intervals by the Health and Safety Sub-group of the Quality and Risk Committee. Monitoring will include areas such as incident analysis, risk assessments, investigations and audit. 8. Review The Policy for the Management of Violence, Aggression and Harassment in the Workplace will be reviewed every two years by the Health and Safety Sub-group and approved by the Quality and Risk Committee. 9. References NHS Protect: Tackling Crime Against the NHS a Strategic Approach NHS Protect: Standards for Commissioners Security Management 2015-16 V2.0 August 2017 7