EMERGENCIESUniversity Police should be contacted immediately when there is an emergency on campus.
Workplace violence incidents happen every day, in every industry, and statistics show reports that these events are on the rise. The majority of the time, people will give you indicators that they’re about to become physically violent, says Bryan Warren, Director of Corporate Security at Carolinas Healthcare System.
Workplace violence incidents can be internal, meaning they are caused by an employee, or external, that is, caused by a customer, client or patient. All of the experts interviewed agreed that this element is easily the most important in helping to lessen the impact of workplace violence incidents.
Developed and used by Nesbitt, the first level consists of behavior modification solutions, such as policies and procedures, training, security awareness programs, and workplace violence protection. Workplace violence, a dangerous and complex occupational hazard in the modern health care work environment, presents challenges for nurses, other health care employees, management, labor unions, and regulators. Workplace violence program elements for health care and social services establishments as outlined by OSHA are considered comprehensive when each element is present and fully integrated into the program (OSHA, 2004).
The Veterans Health Administration (VHA), a federal network of health facilities, outpatient clinics, long term care centers, domiciliaries, and community veteran service centers, has utilized its extensive computerized patient medical record system for flagging patients who display violent behavior. Other reviews of interventions for violence prevention added incrementally to the intervention studies described above (Allen et al. This framework delineates the dynamic interaction of factors that give rise to violence in health care and the equally dynamic interplay of deliberate strategies necessary to prevent workplace violence.
Preventing workplace violence involves dynamic processes that are based on elements of the OSHA Guidelines for Prevention of Workplace Violence in Healthcare and Social Services (2004) and the Joint Commission Environment of Care Standards (2009).
The framework illustrates that the domains of violence, patients, caregiving work environment, and external health care policy must be thoroughly acknowledged and assessed for two important purposes. The ENA has recently completed a web-based tool box with resources for organizations developing workplace violence programs.


The Veterans Affairs system has an electronic mechanism for flagging a file of a patient who has committed violence against a staff person within the past two years. In summary, each of these workplace violence hazard analysis and program impact measures, derived from the literature and our own practice and research, include features which are adaptable for workplace violence prevention programs in health care and social services facilities. Evaluation research designs such as randomized experimental designs are typically not feasible in workplace violence research and none have been conducted to date. Violence from patients, visitors, and coworkers is often tolerated and explained as part of the job in the fast-paced, stressful health care delivery workplace. A comparison of pre- and post-intervention survey data found an improvement in perceived violence climate factors, such as management commitment to violence prevention and employee engagement, but no overall change in assault rates (Lipscomb, 2006).
California, Washington, New York, New Jersey, and Connecticut require health care employers to provide comprehensive, workplace violence prevention programs. The environmental audit represents an invaluable and essential evaluation component of a workplace violence prevention program. Focus groups are a tool for assessing the perceptions of direct care staff in terms of the causes of violence, working conditions that may contribute to violence, and the understanding that staff have of safety policies. Workplace violence prevention programs can also benefit from carefully constructed staff surveys. Consider implementing emergency management drills so employees become familiar with how to react to a workplace violence event. There are little things you can do that are aesthetically pleasing, but serve a physical security purpose to preventing these potential workplace violence incidents from occurring. Addressing violence in health care requires very purposeful organizational processes conducted by very specific organizational structures.
Surveys can assess the level of verbal and physical violence that is not reported through the formal mechanisms (e.g. Responding to the epidemic of workplace violence in public sector health care and social service workplaces.


Assault rates and implementation of a workplace violence prevention program in the veterans health care administration. Perceived violence climate: A new construct and its relationship to workplace physical violence and verbal aggression, and their potential consequences.
I think this is something that could go a long way in actually mitigating some of this (workplace violence) before it begins,” says Warren. The specific workplace violence prevention elements that were examined included training, policies and procedures, environmental safeguards, and security. Additional information, including an enhanced understanding of the workplace environment, can be obtained through tools such as staff surveys and focus groups. Recently Mohr, Warren, Hodgson, and Drummond (2011) examined the extent of workplace violence program implementation on rates of workplace violence in 138 Veterans Administration (VA) facilities. Program implementation was scored on three dimensions: training, workplace practices, and environmental controls. When available, members of the health and safety committee should also be interviewed in terms of current and historical efforts to reduce or prevent workplace violence. The interviews raise awareness of workplace violence with the interviewees and can begin a process of developing allies and breaking down organizational barriers.
In some cases, tools such as state regulations and federal workplace safety policies provide important impetus and support for nurses and hospitals undertaking these transformational programs. The American Nurses Association (ANA, 2012) web page for Workplace Violence provides a list of states with legislation related to workplace violence.



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