How can you prevent workplace violence? March 21, 2017

Transcription

1 How can you prevent workplace violence? March 21, 2017

2 In my short time The evolution of Workplace Violence The anatomy of violence acts Prevention Road Map Assessing Individual Threats What s trending

3 Image of Concern On an employees desk following a poor performance appraisal

4 Image of Concern On an employees desk following a poor performance appraisal

5 What are we talking about Continuing disagreement regarding the definition and parameters of violence. Two parameters: Is violence physical or psychological Who is the perpetrator

6 Violence Definitions Vary BC Physical force by a person other than a worker. (HHSR, s. 4.27) AL threatened, attempted or actual conduct of a person that causes or is likely to cause physical injury (Code, s. 1) Sask. attempted, threatened or actual conduct of a person that causes or is likely to cause injury (Regs, S. 37) (includes harassment) Man. - attempted or exercise of physical force against a person (includes harassment) Ont. the exercise of physical force by a person against a worker in a workplace (includes harassment) Fed. any action, conduct, threat or gesture of a person towards an employee in their workplace that can reasonably be expected to cause harm, injury or illness to that employee

7 How Legislation Evolves A devastating incident occurs Public attention is focused Moral Outrage followed by a demand for action Commonly held assumptions challenged Politicians are pressed to enact legislation The difficulty arises when legislation outpaces our ability to fully understand the issues, particularly matters of psychological harassment

8 Fatality Lori Dupont, repeatedly harassed by a former partner, who happened to be a doctor in the hospital where she worked. Uninformed that they would be working on the same shift, he later stabbed her.

9 Growing Pressure to expand the Definition of Violence A Review of the Occupational Health and Safety Act to examine the feasibility of including domestic violence, abuse and harassment as matters subject to Ministry of Labour Investigation and Action Lori Dupont Coroner s Inquest December 11, 2007

10 Pierre LeBrun April 1999, a psychologically harassed employee of OC Transpo who entered his workplace and killed three fellow employees before taking his own life.

11 Growing Pressure to expand the Definition of Violence We recommend that workplace violence be defined, not only as physical violence but also as psychological violence such as: bullying, mobbing, teasing, ridicule or any other act or words that could psychologically hurt or isolate a person in the workplace. (OC Transpo Inquest Recommendation #7)

12 Range of Behaviours A range of behaviours, intended to undermine the integrity, wellbeing and in some cases, the actual safety of the intended victim.

13 A Different Kind of Accident After years of inaction or indifference, we have now arrived at the place where violence is viewed as an accident Any event which is injurious to a worker and must be subject to the same rigorous assessment and remediation efforts as any other occupational hazard

14 The Scope of Violence Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. These behaviors can originate from customers/patients, members of the public and co-workers at any level of the organization. This definition would include all forms of harassment, intimidation, physical threats/assaults and other intrusive behaviors

15 Your Roadmap to Prevention WPV Committee Training & Education Policy Hazard Assessment Incident Follow-Up Continuous Review Prevention Measures Victim Assistance Reporting & Investigation Emergency Response Planning

16 Anatomy of Aggression Any number of psychiatric disorders, including dementia (pertinent to long term care, mental health units) Substance abuse (alcohol, poly drug, prescriptions) Goal directed violence (Weapons) Perceived Personal Control

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19 The Concept of Control High Locus Control Transitory Anxiety Chronic Lack of Control Perceived Injustice Low Locus of Control

20 PTED Subgroup of adjustment disorders (M. Linden, et al 2007) A single exceptional negative life event precipitates the onset of the illness; Repeated intrusive memories of the event; Emotional modulation is unimpaired, patients can even smile when engaged in thoughts of revenge, No obvious other mental disorder that can explain the reaction. Self-blame, rejection of help, suicidal ideation, aggression, seemingly melancholic depression, somatic complaints, loss of appetite, sleep disturbances, pain. Duration is longer than 3 months. Performance in daily activities and roles is impaired.

21 The Letter I m going to commit an unforgivable act I have no choice. I m tired, exhausted and completely backed against the wall They will never leave me alone. I can t go on living like this! They have destroyed my life, I will destroy their life

22 Elements of PPC Work Social Health Interpersonal

23 PPC Tool Work Elements Marked Job Dissatisfaction multiple grievances, complaints and allegations of mistreatment, etc. Performance Concerns appraisals, attitude, behaviour, suspensions, discipline, work history. Overwhelmed by work complains of too much work, unfair work assignments, persecution. Feared by others and aware of impact, socially isolated in the workplace, history of conflict. Over identification with work to the exclusion of everything else.

24 PPC Social Elements Impending losses/stressors divorce, separation, death, job loss, legal and/or financial concerns. Socially isolated outside the workplace. Described as a loner, decreased personal support. Anti-Social Behaviour convictions, charges, stalking, fixations (violence/death/suicide), violence.

25 PPC Health Elements Substance abuse alcohol, poly drug abuse, prescriptions. Medical condition(s) debilitating, changes in personality/self-care (pain, mental health).

26 PPC Interpersonal Elements Entitlement self-centered, defensive, blames others. Problem maintaining stability (impulsive) affective, behavioural or cognitive impairment Suspicious/fearful ascribing to them sinister motives Victim or Martyr presents as being sacrificial

27 Management Strategies Arrest Do Nothing Watchful Waiting Restraining Order Perceived Threat Investigate Assessment Adm. Action Confront

28 Seize the Moment Be a student of the issue, not a passive bystander Report risks and hazards Maintain momentum within your circle of influence (staff/management meetings, Occp. Health Forums, etc.) Engage constructively & participate fully Hold onto you Moral Outrage I do.