# Presentation: 125338

## Workplace Violence

_***Our Plan For Prevention***_

**Notes:**
Cover page of presentation

## Definition of Workplace Violence:An act that threatens the physical safety of any employee or visitor to the cemetery, or makes them feel uncomfortable about their physical safety.  It has a standard of                      “ ZERO TOLERANCE”.

**Types of Violence**
**threats**
**menacing/ harassing behavior**
**physical abuse**
**sexual abuse**
**stalking**

**Perpetrators:**
**employees**
**former employees**
**customers**
**family members of employees**
**acquaintances of employees**

## Workplace Violence Awareness

**Societal Factors**
**Personal Factors**
**Organizational Factors**

**Notes:**
The FY 2000 year is not finished and the number of claims is 141  ---   in FY 99 the number was 153.
With 92% of the year finished 141 is 92% of 153, so NCA is on target to have the same number of cases.

FY 1999 hours was 2,864,450
and 
FY 2000 hours currently are 3,241,917

## Societal Factors

**Drugs/alcohol**
**Availability of guns**
**Externalized blame**
**Diversity**
**Fractured families**
**Economic downturn**
**Media violence**

**Notes:**
VA Lost Time Case Rates per 100 FTEEFY 95-99
Currently, FY 2000 rates are consistent with FY1999

## Personal Factors

**Family/marital problems**
**Financial problems**
**Domestic violence**
**Drug/alcohol abuse**
**Loss of job, raise, or promotion**
**Misdirected affections**
**Unmanaged stress**
**Loss of relationship**

**Notes:**
OWCP Claims by Type:
610 is 21%  ---  lifting/strained
230 is 8%    ---  Slipped, tripped (no fall)
620 is 9%    ---  Stressed by (repeated action)
520 is 6%    ---  Contact by (motion of object)
111 is 5%    ---  Struck by falling object
Others 100, 110, 120, 200, 210, 220, 330, 410, 420 (cut by), 430 (Stung by), 440 (bitten by), 500, 510, 511, 600, 700 (exposure), 710 (inhalation), 730 (absorption), 800 (traveling in), 999 (13 unclassified) 

## Organizational Factors

**Job overload/high stress environment**
**Reorganization, restructure**
**Poor management styles**
**Poor hiring practices**
**Inadequate security**
**No response to inappropriate behaviors**
**No employee counseling (EAP)**

**Notes:**
Occupation codes:
Labor:
W4754 is 56%  ---  Roads and Grounds Maintenance Supervisor
W3502 is 8%    ---   Laboring
W5716 is 8%    ---   Engineering Equipment Operator
Others - W3566, W4206, W4701, W4749, W5003, W5201, W5703, W5705, W5803, W5806, W5823, W7304 

Administrative:  G0301, G0303, G0326, G0343, G0350
Not Coded:  Z9999

## Workplace Violence Strategies  -- Building Blocks For Prevention --

** **

- Culture/
- Environment

- Separation

- Security

- Policy

- Selection

- Support

**Notes:**
From the Austin, TX WC/MIS system
Bottom Line  $1,732,685.73 (includes cases being paid on for pervious years) for FY 1999

## Workplace Violence Prevention StrategiesI.  SELECTION:  Hire the right people for the right job in the first place.

**Interviews**
**Background checks**
**Drug Testing (when allowed)**
**Probationary Periods**

**Notes:**
Payment is ether 66 2/3 or 75 percent of the employee’s pay

In FY 1998 the average cost per claim so far has been $3,769.59
In FY 1999 the average cost per claim was $1,601.73
In FY 2000 the average cost per claim so far has been $2,365.18

## II.  SECURITY:  Ensure appropriate safeguards for people and property.

**VA Police**
**Memorandum of Agreement with local law enforcement**
**Memorandum of Agreement with Federal police authorities**
**Employee Awareness**

**Notes:**
OSHA and EPA

## III.  POLICY:  Consistently communicate and enforce your policy regarding violent and inappropriate behaviors.

**Zero Tolerance**
**Enforcement**
**Clear, Direct, Absolute**
**Report & Record All Incidents (Using **
***   ***_***Inquisite***_**)**
**Swift Action**

**Notes:**
OSHA visit to NAC facility resulted in 5 violations.  OSHA can not fine VA but EPA can.  OSHA will post violations on there web site as at this facility.  This the OSHA web page for additional facility violations.

## IV.  ENVIRONMENT & CULTURE: Create a work environment and maintain a climate that is perceived to be fair and free from unlawful and inappropriate behavior.

**Well trained supervisors, managers**
**Threat assessment teams**
**Crisis management plans, teams**
**Alternative Dispute Resolution**
**Improved labor/management relations**
**Improved employee communication, participation, recognition**

**Notes:**
All of these issues have come up

##  V.  EMPLOYEE SUPPORT:  Ensure that managers, supervisors, and employees are aware of the available resources to assist them in dealing with the problems of work and daily living.

**Employee Assistance Program**
**   ****-  Professional Counselors**
**   ****- “broad brush” employees and          families**
**    ****-  confidential visits**
**    ****-  referral services**
**Community-based**
**   ****Resources and Referral**

## VI.  SEPARATION:  When separation is necessary, handle the process professionally, including assessing any inappropriate behavior and potentially violent circumstances.

** ****Separation Should Be:  ****“A Peaceful Part***...ing”*
**  ****If not, Involve    ****Security**

## Workplace Violence Awareness   Is Our Key To The Magic OfWorkplace Violence Prevention

## Workplace Violence Prevention             “ A Final Thought....”

_***KNOW AND CONTROL THE SPECTRUM OF VIOLENCE***_
**LOW:**        Verbal abuse, harassment, and intimidation
-                   (Corrected by first line supervision)
**MEDIUM:**  Threats and assaults
-                   (Intervention by TAT and/or Inspection Service)
**HIGH:**        Vandalism, robbery, rape, and homicide
-                   (Criminal Prosecution)
-          _***“***__***ZERO TOLERANCE”***_

**Notes:**
Facilities self report on their status of there inspections.  VHA has staff to conduct the inspections but NCA is responsible for assuring they are done and complete.

## Questions