With incidents of workplace violence in healthcare constantly increasing, it’s more important than ever that healthcare organizations develop robust and effective workplace violence prevention programs. Soon, it may even be a requirement for every healthcare organization.
Right now, there are no federal laws requiring healthcare settings to implement workplace violence prevention programs, and the American Nurses Association reports that only eight states require them (CA, CT, IL, MD, MN, NJ, OR, and WA). However, the tide is turning. More states are introducing legislation to address workplace violence in healthcare, and the Workplace Violence Prevention for Health Care and Social Service Workers Act (H.R. 1195) passed the House vote on April 16, 2021, indicating that there may soon be federal regulations that require employers to address the issue with specific programs and interventions.
While Congress moves slowly, The Joint Commission (TJC) has already acted. Effective January 1, 2022, hospitals accredited by The Joint Commission will be required to follow new and revised requirements to help prevent workplace violence.
Beyond the TJC, OSHA provides detailed recommendations for developing an effective workplace violence prevention plan, and the International Association for Healthcare Security and Safety (IAHSS) also has excellent resources for members.
Another excellent resource for any healthcare organization looking to build a successful workplace violence prevention program is the California Code of Regulations, Title 8, Section 3342. This is a detailed set of legal requirements for healthcare organizations in California, and it has been viewed as a model and a roadmap for building a successful workplace violence prevention program.
These guidelines and requirements outline many specific steps healthcare organizations can take to mitigate workplace violence. There are engineering solutions like panic buttons, locking security doors, and enclosed nurse’s stations; personnel solutions like hiring more security professionals and social workers; and process solutions like flagging patients with a history of violence. When reviewing the many recommendations and regulations various organizations offer, three priorities stand out:
- Training
- Reporting
- Culture & Communication
If you already have a workplace violence prevention program, how do you know if you’re prioritizing the right solutions? If you currently need to develop or revise your program, where do you start and how do you prioritize?
Download our e-book, Healthcare Workers at Risk: Problems, Solutions, and Priorities for Preventing Workplace Violence to learn about the top 3 priorities for developing an effective workplace violence prevention program.
