VIOLENCE IN THE WORKPLACE & HARASSMENT PREVENTION PROGRAM January 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 Type II Type III Type IV Criminal intent Client/customer Employee related Domestic Violence
TYPES OF VIOLENCE IN THE Type I: Criminal Intent WORKPLACE 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 Type II: Client/customer WORKPLACE 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
Sexual Workplace Harassment Or, cont d 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 VIOLENCE Any 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 VIOLENCE Acts 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 PROGRAM Policy 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 where they (or another individual) is subject to, witnesses or has knowledge of workplace violence. 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
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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