11 Steps to Improve Workplace Violence Prevention Policies

Safety teams, assessments and identifying at-risk locations and individuals are just some of the ways you can prevent on-the-job violence from occurring on your campus.

11 Steps to Improve Workplace Violence Prevention Policies

6. Include Complementary Policies

Policies should consider any related and complementary policies, procedures, guidelines and practices. These might include policies related to campus bullying, sexual harassment or discrimination because such behaviors can lead to violence or threats. They should incorporate any applicable requirements under the laws in specific jurisdictions, other regulations, standards, best practices or mandates regarding the issue.

Keep in mind that organizations engaged in work at more than one location or context may need to address compliance issues in more than one jurisdiction. For example, a healthcare corporation may provide services in several states or provinces. Laws in each of these jurisdictions may emphasize or address different aspects of workplace violence. Some may even define violence very differently than others.

7. Conduct Ongoing Risk Assessments

Assessments of all areas of the work environment should be done on an ongoing basis. They should take into account the nature of the work performed in specific areas or contexts, the history of incidents and industry trends involving types of risks faced by employees engaged in similar work environments or contexts. For example, it is important for healthcare facilities to research current workplace violence trends in healthcare facilities nationwide.

Beyond identified intervals, risk assessments should also be done at any point in which a major change takes place. Examples include changes in employment status, employee work schedules, construction, remodeling, downsizing and mergers.

8. Encourage Staff to Take Responsibility for Their Safety

Employees must also be aware of their own responsibility in risk assessment. Faculty, staff, students and any others must know that they are required to promptly report threats to specifically identified authorities, such as campus or local law enforcement. Policies need to address acceptable interventions and the limits on an employee’s response to violence.

These may include guidelines on how a staff member should communicate with a person making a threat involving a weapon, how additional help should be summoned and directions for isolating the situation if possible.

9. Address Domestic Violence Issues

While staying sensitive to the privacy and confi
dentiality of personal relationships, policies should recognize that there are times when assault, violence and threats may occur related to personal relationships. Policies should define specific expectations in such cases.

These expectations may need to address whether or not campus personnel are legally empowered to seek orders of protection on behalf of domestic violence targets. The policy should also address any special working considerations that might be extended to domestic violence targets, such as flexible working hours or additional time off to attend legal proceedings. The policy should further define education and counseling resources available to faculty, staff and students.

10. Indicate How Incidents Should be Documented

Policies also need to outline expectations relating to factual documentation. Most colleges require that such documentation be submitted within a specified time frame, often no longer than 24 hours following a violent incident. Requirements may be different if the incident involves a serious injury or fatality.

11. Train Staff So They Are Prepared

A comprehensive employee training program is essential to preventing and responding to any of the behaviors on the workplace violence continuum. Training is important in communicating policies and procedures. It is vital in providing all employees with the information and skills they need to fulfill their roles in maintaining a respectful, service oriented, physically and emotionally safe workplace, even during a moment of crisis. All employees at all levels should understand their roles in any emergency, including those involving violence.

Bill Badzmierowski is the director of instructor services with the PrepareTraining program at CPI Inc. He can be reached at wbadz@crisisprevention.com.

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