HR Solutions: Planning, preparation limits workplace violence

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Lynne Haggerman is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting.|ret||ret||tab|

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One of the most at-risk industries for workplace violence by external individuals is the mental and medical health care industry. Mentally or criminally unstable clients and/or family members place health care workers in harm's way on a daily basis. Drug-addicted individuals are drawn to facilities with pharmacies and sample drugs.|ret||ret||tab|

Potential liability issues for medical employers include personal injury lawsuits, suits from families of staff, workers' compensation claims, Occupational Safety and Health Administration reports for injuries, and in-depth OSHA investigations for incidents resulting in death. The development and execution of safe and healthy work practices and systems will significantly reduce the probability of workplace violence.|ret||ret||tab|

Various questions must be addressed to create antiviolence policies and procedures: What will be the protocol for handling verbal and physical threats? How will identified security hazards be communicated to upper management without associates believing there might be reprisals? How will the medical facility ensure consistent compliance by employees? What will be the repercussions of noncompliance by team members? In what manner and how quickly will the ascertained problems be corrected?|ret||ret||tab|

Several preventive techniques remain available for medical institutions. |ret||ret||tab|

Control the physical access to buildings or areas identified as critical.|ret||ret||tab|

Reduce the number of entrances into the facility. |ret||ret||tab|

Require visitors to sign in and to be escorted during visits.|ret||ret||tab|

Install barriers between clients and staff members, as well as alarm systems or panic buttons. |ret||ret||tab|

Utilize worker identification cards. |ret||ret||tab|

Change locks following involuntary terminations. |ret||ret||tab|

Initiate internal complaint or suggestion boxes for security concerns. Create a committee to review issues raised and provide and/or execute recommendations.|ret||ret||tab|

Hire security personnel. |ret||ret||tab|

Maintain and routinely review records regarding all incidents to decide and proactively react to patterns.|ret||ret||tab|

Conduct yearly training of all managers and workers. Explain the hospital antiviolence and security policies and procedures. Review conflict resolution, anger management, stress management, how to recognize hazards and potential crimes, how to prevent or defuse hostile situations, the psychology of confronting combative people, proper coping mechanisms while resolving problems, personal security measures, assault and rape prevention, and escape routes. In addition, train on what to do if an assault occurs, including emergency and post-emergency procedures.|ret||ret||tab|

If workplace violence does occur, notify law enforcement. Seek legal counsel. Prepare a course of action, and conduct the investigation per the advice of the attorney. Be ready to communicate to the press, and respond to inquiries from clients and the family members of patients. |ret||ret||tab|

Create a supportive environment in the clinic by communicating initial, appropriate information to employees. Continue to keep workers informed. Secure the services of professional therapists for crisis counseling.|ret||ret||tab|

Increase the safety and security of staff now, and do not be caught unprepared if workplace violence occurs. Place a high priority on designing and implementing a plan, as well as conducting management and associate training. |ret||ret||tab|

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