Sample Workplace Violence Prevention Plan

Sample Workplace Violence Prevention Plan

ABC Department

Site/Facility

Prepared by: John Doe

Jane Doe

Table of Contents

Note: Sections 1, 2, 3, 4, 5, 6 and 9 are required by the Violence in the Workplace Regulations, 2007, if the risk designation is determined to be moderate (5, 6 or 7) or high (8 or 9) and a violence prevention plan is required.

Section 1 / General Information
Section 2 / Risk Assessment – the nature and extent of the risks and any factors that may increase or decrease the extent of the risk including measures taken to minimize or eliminate the risk of violence
Section 3 / Workplace Violence Policy Statement
Section 4 / OHS Act Rights and Responsibilities
Section 5 / Recognizing Situations with Potential for Violence
Section 6 / How to respond to Workplace Violence and How to Obtain Assistance
Section 7 / Safety Tips
Section 8 / How to Report and Document Workplace Violence
Section 9 / Review – Program, Risk Assessments and Violence Prevention Plans
Section 10 / Additional Resources:
·  Legislations
·  Capital Health Policies
·  CH Violence Program Information

Revised: February 14, 2013 Page 18

[ABC Department] [Section 1: General Information]

SECTION 1

GENERAL INFORMATION

Section 1 - General Information

1.  What is Violence?

The Violence in the Workplace Regulations define “violence” as any of the following:

i.  threats, including a threatening statement or threatening behaviour that gives an employee reasonable cause to believe that the employee is at risk of physical injury,

ii.  conduct or attempted conduct of a person that endangers the physical health or physical safety of an employee.

Violence can be directed at an employee by patients, visitors or other employees (co-workers). Personal Relationships of an employee such as a parent, brother, sister, spouse, boyfriend, girlfriend, acquaintance, etc. are included in the classification of visitor. If the personal relationship is also an employee, this will be treated as staff on staff behaviour (bullying or harassment) and could include violence.

2.  Definitions

Employee: refers to any employee, physician, other practitioner, volunteer, student, contractor, associate of Capital Health or employee of a Capital Health Foundation.

Disrespectful Behaviour: behavior towards others that is undesirable, unsuitable or improper. This behavior may be written, verbal, electronic or behavioral. It may also include bullying which usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people. It has also been described as the assertion of power through aggression. (Canadian Centre for Occupational Health and Safety)

Harassment: Typically means any offensive or inappropriate persistent implicit or explicit behaviour by a Capital Health staff member that is directed towards any Capital Health staff member or staff group and which a person knew or ought reasonably to have known to be unwelcome. For the purpose of this Policy, harassment in the workplace includes, but is not limited to, sexual harassment, behavior that creates a hostile or offensive workplace, discrimination and abuse of authority.

Patient: refers to any individual receiving care in a Capital Health Facility or through one of Capital Health’s Programs.

Visitor: refers to any individual who is not an Employee or a patient, who is on Capital Health property or is contacting an Employee in their work capacity. Visitors include: patients’ family members, patients’ friends, visitors, trespassers and personal relationships of staff members.

Workplace: means any place where an employee is or is likely to be engaged in any occupation and includes any vehicle or mobile equipment used or likely to be used by an employee in an occupation.

3.  Why is Violence Prevention and Important Issue?

Violence is an issue that affects the safety and security of employees, patients and visitors at Capital Health. Violence claims a high personal cost from the emotional trauma and physical injury experienced by victims, their families and co-workers. Violence also brings high costs to the employer, including: increased absenteeism, lost productivity and high employee turn-over.

4.  Responsibilities

CEO/Vice Presidents:

·  Ensure the establishment of a Workplace Violence Prevention Program and

·  Ensure the continued support of the Workplace Violence Prevention Program

Directors/Managers/Supervisors:

·  Ensure that risk assessments are conducted and appropriate controls are identified and implemented in their area(s) of responsibility to eliminate or reduce the risks.

·  Ensure Violence Prevention Plans, if required, have been developed and implemented in their area(s) of responsibility

·  Ensure all employees who are exposed to a significant risk of violence in the workplace are informed of the results of the risk assessments

·  Ensure required information and training is provided

·  Ensure Capital Health policies and procedures for reporting, documenting and investigating incidents of violence are implemented and performed

·  Provide copies of the complete Risk Assessments and the Prevention Plan (if required) to the applicable Joint Occupational Health and Safety Committee (JOHSC) or Workplace Safety Team (WPST) and to Safety Programs Department

·  Review the Risk Assessments and Prevention Plan as required

·  Provide employees affected by workplace violence support and advise of counceling through EFAP or a practitioner of the employee’s choice.

Employees:

·  Report all incidents of violent behaviour to Manager/Supervisor and SAFE (473-7233)

·  Report any deficiencies, hazards or concerns to Manager/Supervisor and SAFE (473-7233)

·  Attend training sessions as required.

·  Co-operate in an investigation of Workplace Violence.

·  Participate in risk assessments and violence prevention plans.

·  Follow procedures established for the prevention of violence.

·  Consider accessing post incident counseling services when offered by the employer.

Joint Occupational Health and Safety Committee/Representatives/Workplace Safety Teams:

·  Assist in the risk assessment process as required.

·  Monitor follow-up actions to the Risk Assessments.

·  Provide input into the Violence Prevention Program.

·  Review violent incident investigations and make suggestions/recommendations, as necessary.

1. A risk assessment has been conducted for the ABC Department to identify and document the risks associated with the hazard of violence; and, the current and potential prevention measures (controls) that are or will be implemented to eliminate, reduce or minimize these risks. The risk assessment is included in the Plan.

1. The Capital Health Violence Prevention Statement will be posted in the receptions areas, staff lounges and meeting rooms throughout the ABC Department. Refer to Section 3 for a copy of the Violence Prevention Statement.

7.  Training and education for employees on the ABC Department’s Workplace Violence Prevention Plan will be provided as follows: (The following are examples of ways to provide information, education and training for employees)

·  Education Sessions (These are examples on how you could provide information).

o  All staff will review the Workplace Violence Risk Assessment and Violence Prevention Plan (This is the minimum that must be done.)

o  Capital Health Workplace Violence Prevention Education session will completed by all current staff and all new staff, (on our website - Minimal risk areas)

o  All staff required to provide community based services will receive training in the capital health workplace violence prevention education session, community based safe practice (mental health) education session, NVCI,

·  Safety talks discussing components of the Plan will be scheduled once per month.

·  15 minutes of each staff meeting will be dedicated to staff discussions on violence and preventative measures.

All information, education and training will be recorded on each employee’s department file and/or on the orientation checklist an in the ABC Department database.

1. As per Policy CH80-022 all incidents or potential incidents (including conduct, behavior and threats) of violence will be reported to the Manager/Supervisor and SAFE (473-7233). See Section 9 – How to report and document workplace violence

1. Upon receiving a report of a violent incident, based on the severity, an investigation of the incident will be conducted by the supervisor/manager. Refer to Capital Health Policy CH80-022 Employee Hazards and Incidents – Reporting, Investigation and Documentation.

This will include:

·  a debriefing with the affected employees.

·  Identification and implementation of prevention measures (controls) to further reduce or minimize the risk.

·  Completing the incident investigation report form and forwarding a copy to the JOHSC/WPST and to SAFE (fax –473-2765).

·  Employees will be informed of the actions taken to minimize/reduce the risk.

·  Review and update the Risk Assessment and Workplace Violence Prevention Plan as required. See Appendix D – Review of violence risk assessment and violence prevention plan.

1. Staff who identify deficiencies in this plan or any physical conditions that may affect the effectiveness of this plan will: (the following are suggestions on how to provide this information)

·  For physical conditions; submit a work order with Engineering Services via on line work order system or with the locksmith and advise manager. Or report condition to supervisor/manager for repair.

·  All identified deficiencies or concerns with the workplace violence prevention plan will be reported to the supervisor/manager.

·  As part of Capital Health’s Informal Inspection Process, all staff members are responsible to monitor areas for items that could be potential safety concerns and remove or secure, where possible. Report these deficiencies to the Supervisor/Manager.

1. Staff have the right to participate in health and safety initiatives and can exercise this right by providing any suggestions on how to improve safety from violence by speaking with their supervisor or manager.

Revised: February 14, 2013 Page 18

SECTION 2

RISK ASSESSMENT FORM

Revised: February 14, 2013 Page 18

Risk Assessment Forms

Insert your Completed Violence in the Workplace Risk Assessment here.

The risk assessment form is on legal size paper. To print a letter size copy: in the print window, click on the scaling field and select letter, then print. Note the print will be smaller if you choose this option.

Revised: February 14, 2013 Page 18

SECTION 3

VIOLENCE PREVENTION STATEMENT

Revised: February 14, 2013 Page 18

Workplace Violence Policy Statement

Capital Health is committed to providing a healthy and safe workplace that is free of harassment, violence and threats of violence. We believe that physical and emotional safety is the right, and responsibility, of every person.

Capital Health acknowledges that violence in the workplace is an occupational health and safety hazard that can cause physical and emotional harm. We view any acts of violence or threats of violence in the workplace as unacceptable. We are committed to working to prevent workplace violence and to responding appropriately if workplace violence does occur. All members of the company are responsible for creating and maintaining a safe environment.

Any acts of violence or threats of violence are unacceptable and will be responded to immediately. This includes, but is not limited to, the following:

§  threats, including a threatening statement or behavior that gives a person cause to believe they are at risk of injury,

§  conduct that endangers the health or safety of a person.

In all situations, if you witness or experience violence or threats of violence, take precautions to assure your own safety and the safety of others. To report an incident, please do the following:

§  To report an accident or incident (non-emergency), contact Manager/Supervisor and 473-SAFE (7233).

§  In an emergency within Capital Health, please follow Emergency Code White procedures for your facility.

Revised: February 14, 2013 Page 18

SECTION 4

OCCUPATIONAL HEALTH AND SAFETY ACT

RIGHTS AND RESPONSIBILITIES

Revised: February 14, 2013 Page 18

Nova Scotia Occupational Health & Safety Act

Right and Responsibilities

Capital Health facilities must comply with all aspects of the Act. The legislation is based on the Internal Responsibility System and ensures three fundamental rights to all Nova Scotia employees.

The Right to Know what hazards you are expected to work with and what preventative measures are in place to protect your health and Safety. You are entitled to training and information to allow you to work with the hazards safely. You also have a right to information on issues that may affect your health & safety or the health & safety of other persons in your work place.

The Right to Participate in decisions regarding health & safety in your workplace, by voicing your concerns or opinions on any issues affecting health and safety at the workplace and by reporting unsafe conditions. As well, you can participate as a safety representative on Joint Occupational Health and Safety Committee, Workplace Safety Teams/Representative (QEII) or in the selection of these safety representatives. Additionally, you can participate in safety initiatives such as: inspections, the hazard assessment process and/or the development of safe work procedures.

The Right to Refuse work that you believe is will endanger the health and safety or yourself or others. If you choose to exercise this right, advise your immediate Manager or Supervisor. They will guide you through the specific process (CH 80-045 Refusal to Work Situation).

KNOW YOUR RIGHTS – EXERCISE YOUR RIGHTS

The Internal Responsibility System means that every employee in Capital Health, from front-line workers to the senior executive is responsible for workplace safety:

Your responsibilities include:

·  Ensure your work activity and behaviour does not, through act or omission, place at risk your own health and safety or the health and safety of others

·  Report any and all workplace hazards and incidents, with or without injury/illness, to the manager/supervisor in a timely manner and document these events/situations by dialing 473-SAFE (1-902-473-7233)

·  Follow established safe work procedures and use/wear personal protective equipment as required and instructed

·  Use machinery, equipment and materials only as authorized and trained

·  Participate in defining safe job procedures and in opportunities to protect and promote health and safety on the job

·  Co-operate with the employer, the Capital Health Joint Occupational Health & Safety Committee (s), Workplace Safety Team(s), Capital Safety Officer(s), Occupational Health Services, Emergency Response and Fire Safety Department and Officers of the Department of Labour and Advanced Education