Violent Employee Management
Does your company have a policy on Work Place
Violence?
Take this simple questionnaire:
- Are money/valuables/drugs kept at the workplace?
- Are violent situations fairly frequent?
- Are people affected by alcohol or other drugs?
- Are people or patients sick or disturbed?
- Are customers likely to be angry or disgruntled?
- Are staff relationships stressed or tense?
- Are certain employees likely to become violent?
- Do staff have to work alone or at night?
- Do inexperienced staff deal with customers?
- Are employees bored, stressed, unhappy at work?
- Are employer/employee relationships strained?
- Have staff been trained to diffuse violence?
- Do staff have interpersonal skills training and is it kept recurrent?
- Are there safe procedures for violent situations?
- Does your company have a employee violence management plan?
- Have staff been trained in the employee violence management plan?
- Do staff understand the employee violence management plan?
- Are staff trained to report violent incidents?
- Does the employee violence management plan cover identification,
assessment and control?
- Is the plan reviewed after each violent situation?
For questions 1-11 give yourself one point for each NO answer.
For questions 12-20 give yourself one point for each YES
answer.
The score is out of 20. If you got less then 20 we can
help.
Is there specific workplace violence prevention legislation?
Most Canadian jurisdictions have a "general duty provision" in their
Occupational Health & Safety legislation, which requires employers to
take all reasonable precautions to protect the health and safety of
employees.
British Columbia and Saskatchewan have specific workplace violence
prevention regulations. Nova Scotia has draft workplace violence
regulations. Manitoba has the "Workers Working Alone Regulation" which
applies to victimization through criminal violence. Other provinces also
have working alone regulations that may have some implications for
workplace violence. |
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Our course covers everything from how to set up a workplace violence policy
to dealing with specific incidents of employee violence and critical debriefing
methods.
There is also an optional physical skills component. This component
works on the principles of avoidance and escape.
Please contact us with your questions.
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