FEATURE ARTICLE
It Can Happen Here
Workplace violence can happen anywhere. Here, a risk management
expert shares warning signs and safety procedures
BY BILL HOOKER, ARM
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News Flash: ThreeWorkers Killed in Pelham, Alabama Shooting Spree. Suspect's Sister Say's "He's a Very Good Guy" |
Lead Story: Atlanta,Georgia |
Dateline: Beach Cleanup |
Headline: Two
Students Shoot |
The national news is full of violent stories like the ones from Atlanta, Ga., and Littleton, Colo. But violence doesn't happen in your community, or does it? We hear the stories, discuss them and would like to think that we are immune from such a tragedy. However, the dark reality is that workplace violence certainly can occur at your agency.
As defined by the Light House Institute: "Workplace violence occurs when the physical or psychological safety and security of organizational employees, customers, clients or guests is intentionally threatened or compromised by an individual or group, and/or when organizational assets, either physical or intangible, are intentionally threatened, damaged or compromised."
With this definition in mind, consider the following "real-life" scenarios:
• A lifeguard is reprimanded for failing to enforce pool rules (cannon-balling) by her supervisor. In her defense, the guard relates to her supervisor that in response to her "coming down on" local gang members she has received threats of bodily harm and she is afraid to discipline them. (Intimidation is a form of workplace violence)
• Parents involved in a custody dispute over a child participant, engage in a heated argument in the preschool area, involving agency staff. (Domestic violence disputes are an extremely dangerous form of workplace violence.)
• During a basketball program, a patron disagrees with a foul called by an official and verbally abuses him. (Verbal abuse is workplace violence.)
• Co-worker sexually assaults a fellow employee while they are on an errand for their agency. (Sexual assault is workplace violence.)
• After leaving her night shift, a worker is abducted at gunpoint and killed during a murder/suicide scenario. (Homicide is workplace violence.)
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FEATURE ARTICLE
Workplace violence affects financial resources, employee morale, public perception and most importantly the lives of the respective families and friends who may be involved.
Reflect upon these episodes and ask, "Is my agency truly prepared for workplace violence?" Before you answer this question, let's explore some key elements of workplace violence.
Recent statistics reveal the following about workplace violence.
• No. 1 cause of death for women
• No. 2 cause of death for men
• 25% of workers report being attacked, harassed, or threatened each year
• 1.8 million days of work lost each year
• 55 million in lost wages annually
• From October 1997 through May 1999, more than eight multi-deaths school-related shootings
The discussions and debates regarding workplace violence have received national attention. Research is underway at local, state and federal levels to study the issue and how to deal with it. Current thoughts on the violence crisis include society drug abuse, increase in broken homes, organizational downsizing, stress and emotional instability.
Warning Signs
In most cases, violence does not "just happen." Therefore, agency staff should be trained in identifying warning signs and clues. For example, verbal clues and body language can be a sign of more serious violence to come. Such signs may be very identifiable or very subtle.
• Direct threat: "I'm going to punch you in the nose!"
• Veiled threat: "Just remember, watch your back in the parking lot!"
• Conditional threat: "If you don't allow me to come in the gym, there will be hell to pay!"
In looking at early warning signs for youths, one must use caution. The goal is early identification and intervention of potential problems, not isolation or exclusion of "labeled" youth. The outcome should be that of mutual benefit for the youth and the organization. Involvement of parents, the community and the agency can assist in this process. Look for a combination of factors and indicators. Signs that may show that kids are troubled include:
• Absence of age appropriate anger control skills, past aggression;
• Bringing a weapon or discussing bringing a weapon to the program;
• Bullying and drastic mood swings;
• Self-isolation, lack of interest in school or programs;
• Cruelty to animals or violent artwork;
• Drug use and/or a gang affiliation.
Employers must also realize that at times there will be no warning. Random acts of violence or an enraged person can be sudden and unprovoked. Post-incident crisis planning and emergency response plans can assist in dealing with the aftermath of such a violent act.
Safety and Liability Issues
The State of Illinois Safety Inspection and Education Act and Health and Safety Act provide job safety and health protection for public workers. The scopes of these Acts are broader than simply keeping a machine guard on a park department grinder. Recognizing potential violence and taking reasonable steps to prevent or abate such events fall under the scope of the Acts' intent.
From a liability standpoint, employers are susceptible to lawsuits asserting:
• Negligent hiring;
• Negligent training;
• Negligent supervision;
• Negligent retention;
• Negligent entrustment of a dangerous instrument (e.g., weapon).
Workers' compensation exposure is often another by product of workplace violence. Medical bills, days lost, rehabilitation, therapy and death/survivor benefits may all arise from workplace violence depending on the severity and facts surrounding the incident.
Keeping the above in mind, employers can take reasonable steps to minimize workplace violence exposures.
Practical Application of Workplace Violence Safety Procedures
Example Policy #1: Prohibit the use and possession of dangerous weapons on workplace premises by employees and patrons.
Dangerous weapons can be defined as objects that are capable of producing bodily harm, in a manner, under circumstances, and at a time that show an intent to harm or intimidate another or worker and the safety of
18 / Illinois Parks and Recreation
IT CAN HAPPEN HERE
another. Weapons used in law enforcement activities would not apply.
In addition, as a point of clarification, it is not the intent to restrict a parks maintenance worker's pocket- knife that he uses for opening bags of Diamond dry. Nor is it the intent to restrict the use of a young man's penknife that is in his fishing tackle box during a fishing tournament. Rules and procedures must be established to meet the intent of the problem.
Example #2: Adopt guidelines for handling unruly and potentially violent patrons.
The Naperville Park District adopted and established guidelines for suspension procedures of unruly/potentially violent patrons who may violate park ordinances. Procedures were developed to help main a safe, pleasant environment for patrons. The procedures outline specific violations, activities, and include due process hearings. Suspensions are given to patrons who have interfered with the rights of others or have created a danger to those using park district property. Such procedures ultimately serve as an additional tool for staff in addressing potentially violent situations. Staff is given a mechanism in which to resolve potential conflicts and at the same rime create a safe recreation and work environment.
Example #3: Conduct a workplace violence audit of your programs and facilities.
Security features such as communications, locks, lighting and access control should be a part of an audit. Focus your efforts on remote locations, evening programs and locations with cash on hand. Invite law enforcement and security experts to assist in the audit.
Closing Comments
Regretfully, the potential for violence in programs and the workplace cannot be entirely eliminated. Nonetheless, implementing feasible prevention measures can minimize the threat. Far too often violence is a real concern, but it is overlooked until an episode has occurred.
Much more information and research is under being gathered on workplace and school violence. Congressional hearings and national education and school groups are meeting in an attempt to provide further resources for employers and educators.
The consequences to an employer and the community suffering a violent episode are devastating. Workplace violence affects financial resources, employee morale, public perception and most importantly the lives of the respective families and friends who may be involved. Most unfortunate, workplace violence can affect the consciousness of an entire community.
Therefore, park and recreation agencies of all sizes and geographic locations should address this topic proactively and implement a preventive workplace violence program.
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Practical Workplace Violence
Suggestions
Audit: •Conduct an audit or survey of potential hazards in your workplace. Include all facilities, programs and work locations. A special emphasis should be given to remote locations. •Interview employees and gather input. Do not be afraid to listen to employees. •Coordinate efforts with local law enforcement. Policy: •Adopt a formal written policy or ordinance regarding workplace violence. Include goals and objectives, definitions, staff responsibilities, guidelines, reporting mechanisms, and follow-up methods. Procedures: •Adopt rules, personnel policies, security and emergency response plans specific to your agency, facilities and programming. •Establish open lines of communication between staff and supervisors. All threats of violence should be reported promptly, taken seriously and followed-up on immediately. Training: •Communicate policy, rules and procedures to all staff. •Conduct conflict resolution training. Utilize role-playing to reinforce skills. •Explain security procedures and security equipment to all staff. •Instruct employees on procedures during a robbery. •Inform staff of violence prevention warning signs. •Promote employee assistance programs. Human Resaurces/Administration: •Conduct applicant reference check, pre-employment screening and background checks. •Implement an Employee Assistance Program that includes a crisis response team. •Formalize termination procedures. •Develop threat assessment teams to review potential incidents. •Take prompt action after a threat is reported. Security: •Contact local law enforcement for assistance. •Install physical controls (panic buttons, alarms, drop safes, lights, etc.) •Provide communications and call-in procedures for staff at remote work sites. •Increase the number of staff on duty at odd hours. - by Bill Hooker, ARM |
Additional references on the topic: "Early Warning, Timely Response: A Guide to Safe Schools" (U.S. Dept. of Education, www.ed.gov/); "Guidelines for Workplace Violence Prevention Programs for Night Detail" (OSHA, www.osha.gov); "Violence in the Workplace" Illlinois Stale Police, www.state.il.us/isphpage.html; Conflict Resolution and Intervention (Crisis Prevention Institute, www.crisisprevention.com/).
Bill HOOKER. ARM
is a loss control technician for the Park District Risk Management Agency.
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