Definition. (NIOSH, 2002, p. 1) Example:

Transcription

1 Workplace Violence

2 Definition violent acts (including physical assaults and threats of assaults) directed towards persons at work or on duty. Examples include threats, physical assaults, muggings, and homicides. Example: (NIOSH, 2002, p. 1) A disturbed family member whose father had died in surgery at the community hospital walked into the emergency department and fired a small-caliber hand-gun, killing a nurse and an emergency medical technician and wounding an emergency physician. (NIOSH, 2002, p. 2)

3 Also includes Beatings Stabbings Suicides and near suicides Shootings Rapes Threats Robberies Obscene phone calls or s Intimidation Being followed Being sworn at Being shouted at Bullying NIOSH, cf. Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

4 Example (cf, Hynes, 2001)

5 Barclay & Aquino Model (2011) p. 619

6 Examples of Individual-Level Predictors Demographics (e.g., sex, race, status) Attributions Personality (e.g., externalization of blame) (e.g., narcissism, dispositional hostility) Other (e.g., prior exposure to violence) Barclay & Aquino, 2011, p. 618

7 Examples of Situational-Level Predictors of Aggression Job characteristics (e.g., crowding, noise, humidity) Coworkers, groups, & teams (e.g., group norms) Job stressors Supervisor (e.g., job insecurity, role conflict) (e.g., abusive supervision, micromanaging) Barclay & Aquino, 2011, p. 619

8 True or False #1 False The leading cause of workplace violence is job termination or threat of job loss. There are many different reasons why a person might engage in acts of workplace violence. Any number of factors may play a role divorce, financial pressures, personality conflict. Any of these might be the straw that breaks the camel s back. Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

9 True or False #2 True Employees who resort to violence often have job performance/ conduct related problems. Problems such as compliance with rules are often warning signs of violence. A history of conflicts with supervisor, coworkers and customers is a strong indicator of a potential for violence. Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

10 True or False #3 True Violence is the leading killer of women and the second leading killer of men in the workplace. Homicide in the workplace is the fastest growing form of murder in the U.S. today. The Center for Disease Control has actually declared workplace homicide as an epidemic. Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

11 Legal: OSH Act s General Duty Clause (1970) Each employer shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees. (cf. OSHA, 2004, p. 3) Other laws may apply, such as The Violence Against Women Act of 1994 (Deming, 2000)

12 Legal: Other Potentially Applicable Theories Theory Negligent Hiring Negligent Supervision Negligent Retention Premise Liability for Negligent Security Explanation Failure of the employer to investigate a job applicant s work experience, character, criminal history and other relevant data prior to hiring an employee (p. 2) Employer who fails to train or supervise its employees satisfactorily may be liable when the employee commits a violent act against a third party. also may refer to failures to exercise reasonable care or to respond to complaints (p. 3) Employer knows or should have known that the employee has a propensity for violence and fails to either discharge or reassign the employee. (p. 5) Employer in control of a property or premise, fails to provide reasonable security to those who depend upon the employer for such protection. (p. 5) (Deming, 2000)

13 Locations Workplace violence may occur: In buildings or surrounding premises (e.g., parking lots) At customer or client locations (e.g., in homes) While traveling (MOSHA, 2004)

14 Really Brief History August 1986 U.S. Postal Service employee in Edmond, OK 14 co-workers killed, 6 wounded Going Postal (Deming, 2000)

15 (cf. Wolf, 2008)

16 Workplace Shootings,2008 BLS, 2010

17 (cf. Wolf, 2008)

18 More Specific Risk Factors Retail Setting Actively resisting robbery Robbers are unarmed (?) Lack of customers present Lack of drop safes Lack of employee training Based on NIOSH study of 460 convenience store robberies in 3 metropolitan areas of Virginia (NIOSH, 2004)

19 Time of Day (cf. Sygnatur & Toscano, 2000, p. 6)

20 General Risk Factors Working alone or in small numbers Working in high-crime areas Guarding valuable property Working in community-based settings (MOSHA, 1999, p. 2)

21 More General Risk Factors Contact with the public Exchange of money Delivery of passengers, goods, or services Having a mobile workplace (e.g., taxi) Working with unstable or volatile persons (e.g., health care) (MOSHA, 1999, p. 2)

22 (cf. Wolf, 2008)

23 Age of Worker (cf. Sygnatur & Toscano, 2000, p. 6)

24 (cf. Wolf, 2008)

25 (cf. Wolf, 2008)

26 (cf. Wolf, 2008)

27 Indicators #1 Direct or veiled threats of harm Intimidating, belligerent, harassing, bullying or other inappropriate or aggressive behaviors History of conflicts with supervisor, co-workers, and customers; verbal comments indicating hostility directed at others Fascination with weapons/violence; bringing weapon to the workplace Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

28 Indicators #2 Statements indicating desperation to point of committing suicide contemplating suicide (signs of stress need to be addressed whether or not you believe they will lead to violence) Substance abuse (alcohol and/or drugs) Extreme or uncharacteristic changes in behavior or displays of emotion. (may include change in attendance or quantity or quality of work) Lack of support systems (may see problems with or withdrawal from friends/family) Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, Preventing Workplace Violence Pamphlet

29 Examples of Outcomes from Workplace Aggression Attitudinal outcomes (e.g., decreased job satisfaction) Physical health (e.g., psychosomatic well-being) Psychological outcomes (e.g., frustration, emotional exhaustion) Behavioral outcomes (e.g., counterproductive work behaviors) Barclay & Aquino, 2011, p. 624

30 Responses to Workplace Violence - Organization Post signs and use drop safes where cash is present Improve visibility in and around workplace (e.g., windows clear, improve lighting including parking lot) Greet all visitors and have a check in point Post notices and install metal detectors, cameras, videotaping equipment in high risk areas Identify and equip safe rooms for emergencies Provide on-site security guards or alarm systems Monitor amount, weight, shape of furniture in rooms where staff interact with clients; use rooms with multiple exits (Hynes, 2001; MOSHA, 1999; NIOSH, 2004)

31 Responses to Workplace Violence - Organization Conduct a workplace audit Identify causes of stress and use training or other interventions to reduce stress Establish, monitor, evaluate, and periodically revise workplace violence policies (e.g., zero-tolerance ) Provide training to employees and management on warning signs, policies, and responses to workplace violence Improve communication Establish an employee assistance program (EAP) (Hynes, 2001; MOSHA, 1999; NIOSH, 2004)

32 Responses to Workplace Violence - Individual Learn warning signs of potential for violence Train employees on how to respond and report an incident If robbery or other Try to stay calm, make no rapid motions, do NOT try to stop or confront robber Do NOT keep large amounts of cash out of drop safe Practice an evacuation plan and multiple routes to safe rooms Establish a buddy system; keep calling or notification system up to date (Hynes, 2001; MOSHA, 1999; NIOSH, 2004)

33 Responses to Weapons in the Workplace Criminal Trespass No one who enters workplace allowed to have weapons License Holders Allowed Those licensed to carry are allowed to do so at workplace; employer may have to verify the license Employees Only No employees allowed to have weapons; employees sign form that they are aware of and will abide by policy (Mathiason & Kruger, 1999)

34 The Law on Concealed Weapons is Changing Laws vary by state: In some, person must demonstrate need to carry Shall issue states do NOT require person to demonstrate a need Discretion states leave decision to allow permit to local official, like county sheriff Example