Workplace Violence
A White Paper Developed by the
MNA Practice and Education Committee.
Background
Part I - Violent Patients – How to Cope
Part II - Documentation and Reporting of Violence
Part III - Employee/Co-Worker Violence
Part IV - Employer Responsibilities when Violence Occurs
Part IV - Employer Responsibilities When Violence Occurs
Employer Responsibilities
1) The employer needs to recognize the problem of workplace violence and address it in their core values and develop an overall plan that includes training, monitoring, evaluation, violent event follow-up, trauma crisis counseling and prevention.
2) The employer must develop policies and protocols to assist staff in recognizing violent, potentially violent and escalating situations in the workplace. The policies and protocols should include a prevention protocol, specific treatment steps for the victim, guidelines for physical environment safety, suggested modifications to the environment that have as their goal to decrease workplace violence. Additionally, the development of hostage protocols, crisis intervention policies and stress management plans need to be in place.
3) The policies and protocols need to be communicated to all staff members. Education and training needs to be on-going and included in orientation programs with ground rules specified for violence situations with resulting consequences.
4) A reporting and non-blame environment must exist, which includes a duty to report, no penalties for reporting, anonymous reporting and supervisors who are receptive. Reporting must include written documentation to be effective - verbal reporting leaves no paper trail and is open to different interpretations. There must be support for employees who report and an environment where we don't re-victimize the victim. Data must be collected and analyzed to perform root cause analysis to understand and prevent additional workplace violence.
5) The employer must recognize the need to implement environmental barriers and safety measures - physical environment safety modifications that have as their goal to decrease workplace violence.
6) Recognize the potential for domestic violence in all work settings.
7) Advocate for adequate and appropriate staffing.
Bibliography
American Nurses Association, Workplace Violence - Can You Close the Door On It?, 1999.
Distasio, C.A. Workplace Violence: Part I Violent Patients - How To Cope, Maryland Nurse Nov-Jan 1999/2000, p.12-13.
Distasio, C.A. Workplace Violence: Part II Documentation and Reporting - How to Paint the Picture, Maryland Nurse Feb-Apr 2000, p.12.
Distasio, C.A. Workplace Violence: Part III Employee / Co-Worker Violence, Maryland Nurse May-Jul 2000, p.11.
Distasio, C.A. Workplace Violence: Part IV Employer Responsibilities, Maryland Nurse Aug-Oct 2000, p.11.
Distasio, C.A. The Impact of Violence, Advance for Nurses March 12, 2001, p.25-26.
Guidelines for Preventing Workplace Violence for Health Care and Social Service Workers. Washington, D.C.: U.S. Department of Labor, Occupational Safety and Health Administration, 1998.
Green, K. Workplace Violence in Health Care, Wyoming Nurse, Jun-Aug 2000, P. 14-15.
Paterson, B., Leadbeter, D., and Bowie, V. Supporting Nursing Staff Exposed to Violence at Work. International Journal of Nursing Studies, Dec 1999, p. 479-86.
