Safety in the Workplace

I started a new certificate from Alison, my online learning school called “Safety in the Workplace“. After blogging about workplace mental health, I thought that it is timely to follow up with an understanding of safety in the workplace. The course mentions that homicide is the fourth leading cause of workplace fatalities in the context of the US. It is a risk that safety programmes need to address. I suppose that statistically that is enough to take safety in the workplace seriously in the Singapore workplace. After all, it is also part of mental health or well being issue that concerns the workforce in Singapore.

Workplace Violence (Module 5)

The module on Workplace Violence starts with a intention to let everyone know how to identify workplace violence and tackle it if it actually happens. It begins with what constitutes workplace violence, how to identify behaviors

What is workplace violence?

Workplace violence is any kind of of aggression. It is any physical or emotional threatening behavior. It is not just physical violence, emotional abuse also counts as workplace violence. Sabotage also counts as workplace violence. Violence typically also escalates at work where someone makes threatening jokes before resorting to physical violence. It is important to identify actions that are threatening and can become violent.

Identifying

There are different behaviors that indicate a person can resort to workplace violence. Employees, employers, vendors and customers are all capable of violence and companies are obligated to protect their employees from violent behaviors. Everyone in the workplace should be familiar with behaviors that indicate violence.

Indicators

Acting out before expressing anger: People expressing anger inappropriately and do not take personal responsibility.

Self-centred: People do not care how their actions affect those around

Extreme behavior: People do not act like themselves or people have poor social skills or obsessions’

Addressing

Before it escalates: It is essential that potentially violent behavior gets addressed before it escalates.

Document the behavior: Always document questionable behavior and discuss it with the employee

Address the behavior: Do not attack the individual person simply address how individual behavior affects work and ask how it is causing the changes. Remember that people have bad days and singular incidents are not necessarily an issue. You should however address continual or escalating problems. If you know of any personal challenges that the employee is facing, offer training, counselling or both. Monitor the behavior and if it does not improve, it is necessary for a problem employee to leave. Make security aware of any troubled employee that leaves an organization.

Implementing a Workplace Harassment Policy

A workplace harassment policy will help reduce workplace violence. A workplace harassment policy should reflect the legal definition of violence as well as the company values and ethics. Every organization needs to establish anti-harassment policies and procedures. Policies issue rules that all employees must follow and they establish who is responsible for reinforcing those rules. Policies make clear the difference between acceptable and unacceptable behavior. There are four basic steps to create workplace harassment policy.

Identify Risk: Assess the risk in your organization

Create policy: Create policies based on the risk and laws

Approve policy: Review and approve a policy

Evaluate policy: Evaluate the effectiveness of a policy and make necessary changes

Once the policy is created, make sure employees are aware of them. Hold meetings and make employees sign the policy and will abide by. This makes them responsible for their behavior.

Workplace Violence (Module 7)

Workplace violence has been gaining media attention in recent years. It is the leading cause of workplace deaths for women. Recognizing the risk of workplace violence such as the stressors and triggers will help avoid unfortunate incidents. Workplace violence is not the worst case scenario, threats, harassment and intimidation are all considered acts of violence. The point is to reduce risk and take steps early.

Identify Stressors and Triggers

Most acts of workplace violence have preceding stressors. As stress builds sometimes an event can trigger an aggressive move to violent behavior. Stress is normal but not everyone handles stress well and some stressors are more damaging than others.

Potential stressors : Financial Strain, Family Difficulties and Illness

Stress source can lead to depression, withdrawal and distress. People perceive slights where they do not exist. Violence increase when employees begin to act with animosity. Other stress source includes an increase discussion of violence and unfounded accusation of persecution. If someone exhibit stressors and exhibit unusual behavior, be aware. Triggers can be anything but they can be closely tied to stressors.

Triggers
Job loss, changing relationship status, poor review, conflict with co-worker, overlooked for a promotion, substance abuse.

Substance abuse will cause serious problems at work. It increase the absenteeism, performance problem and accidents while decreasing performance. Additionally substance abuse is ranked as the third greatest cause of violence in the workplace.

According to the National Drug Free Alliance, companies need to have clear substance abuse policies and train employees to recognize the signs of substance abuse.

Signs of possible substance abuse

Impaired motor function, poor memory and mood changes.

Employee assistance programmes as well as referrals to community service programs can help people with substance abuse issues before they become problematic.

Report Policies

Early Signs

Incidents of workplace violence must be reported to prevent escalation. Every company should have no tolerance for workplace violence and clear reporting policies. Reporting must be done at several levels.

No.1 Report for Early Signs like disrespect or intimidation

Report to immediate supervisor or one level up for questionable employee

Document behavior

Supervisor meets with employee to address the behavior

No. 2 Escalation of Behavior

Threats, arguments, sabotage

Contact supervisor and emergency personnel

Supervisor attempts to deescalate if possible

No. 3 Emergency

Physical attacks, threats of suicide and weapons

Call the police, contact supervisor, evacuate area, work with officers

Document behaviors afterwards

Supervisor acts based on results of events

Training and Emergency Plans

Due to the possible threats of workplace violence, emergency plans must be in place.

Employees should be trained on how to respond

Plan should be tailor fit to the organization but a few ideas are useful to know.

Establish exit strategy ahead of time.

Employees decide to run, hide or fight.

Run – take exit route if you have time to avoid individual

Hide- take this option if you believe the individual is in the exit room

Fight – barricade the group and be ready to fight using anything available as a weapon

These are just a few basic strategies but it is important to let employees know they should keep their phone silent and wait for the police.

Source: Career Academy, Workplace Violence