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Date: April 29, 2024 Mon
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Results for workplace violence
31 results foundAuthor: Loomis, Dana Title: Preventing Gun Violence in the Workplace Summary: This report addresses the problem of gun violence in the workplace and strategies to prevent it. It begins with a description of the broad problem of workplace violence and then discusses factors contributing to gun violence in the workplace, responses to the problem, challenges to those responses, and research on the effectiveness of various responses. Finally, specific actions are recommended along with a summary of future research needs. Details: Alexandria, VA: ASIS International Foundation, 2008. 34p. Source: CRISP Report: Connecting Research in Security to Practice Year: 2008 Country: United States URL: Shelf Number: 113034 Keywords: Gun ViolenceGunsWorkplace CrimeWorkplace Violence |
Author: Madge, Chris Title: Report on Attacked Transport Drivers 2000-2003 Summary: This study presents information on the extent and nature of assaults on truck drivers, primarily in the U.K. and secondly in Europe. It is based upon face-to-face interviews with truck drivers and more in-depth conversations with senior representatives from trucking industry organizations. Details: Oxford, UK: European School of Management (ESCP-EAP), 2004. 24p. Source: Internet Resource; R.O.A.D. (Research on Attacked Drivers) Year: 2004 Country: Europe URL: Shelf Number: 118336 Keywords: Theft of GoodsTruck HijackingsWorkplace CrimeWorkplace Violence |
Author: Advance Workplace Management Inc. Title: Workplace Violence Risk Assessment for Langley Memorial Hospital Summary: This report presents a review of the workplace violence situation at Langley Memorial Hospital and makes recommendations for short and long-term actions that would improve the hospital's workplace violence prevention and management program. Details: Coquitlam, BC, Canada: Advance Workplace Management, 2001. 108p. Source: Internet Resource Year: 2001 Country: Canada URL: Shelf Number: 119262 Keywords: Hospitals, ViolenceRisk AssessmentWorkplace CrimeWorkplace Violence |
Author: O'Neil, David Title: Non-Fatal Workplace Violence: An Epidemiological Report and Empirical Exploration of Risk Factors Summary: While a fair amount of research has explored the epidemiology of homicides resulting from workplace violence, a disproportionately low amount of empirical research has addressed non-fatal incidents. Utilizing theoretical guidelines for risk assessment research developed by Monahan and Steadman (1994), this dissertation investigates nonfatal workplace violence from a cue-criterion perspective in order to develop practically applicable information for those responsible for providing threat assessments in the workplace (i. e., mental health professionals, employment assistance programs). The investigation of a police department’s criminal records of workplace violence incidents over an eighteen month period promoted a proactive and reactive cluster model for assessing risk factors associated with varying levels of violence intensity. As a result, the findings provide three major streams of information. First, it presents epidemiological information concerning non-fatal workplace violence. Second, it addresses the different types of workplace violence and differences across those types. Lastly, it provides multivariate analyses of risk factors associated with higher and lower intensity violence before discussing a few pragmatic applications of the dissertation’s findings. Details: Lincoln, NE: University of Nebraska, 2001. 140p. Source: Internet Resource: Dissertation: Accessed April 15, 2011 at: http://www.ncjrs.gov/pdffiles1/nij/grants/199359.pdf Year: 2001 Country: United States URL: http://www.ncjrs.gov/pdffiles1/nij/grants/199359.pdf Shelf Number: 119768 Keywords: Risk AssessmentVictims of ViolenceViolent CrimeWorkplace Violence |
Author: Hadland, Adrian Title: In Terror and In Silence: An Investigation into Safety Levels and Standards at Petrol Stations Summary: What do we know about the petrol attendants we see on an almost daily basis? They are often subjected to verbal abuse. In fact, most of our 5000 petrol attendants live and work in constant fear, as this report shows. The study found that at least one violent crime is committed every day at a South African petrol station. To top it all, petrol attendants are amongst the most poorly paid employees in our formal economy. In response to the shocking murder of five Grassy Park petrol station attendants last year, the HSRC Social Cohesion and Integration (SCI) Research Programme, in conjunction with the Nelson Mandela Foundation, the Community Chest and the Institute for Security Studies (ISS) launched an extensive study into the dynamics and social conditions at South Africa's petrol stations. Details: Cape Town, South Africa: Human Sciences Research Council, 2002. 50p. Source: Internet Resource: Accessed July 15, 2011 at: http://www.hsrcpress.ac.za/product.php?productid=1992&freedownload=1 Year: 2002 Country: South Africa URL: http://www.hsrcpress.ac.za/product.php?productid=1992&freedownload=1 Shelf Number: 122067 Keywords: Gasoline StationsPetrol StationsViolent CrimeWorkplace Crime (South Africa)Workplace Violence |
Author: di Martino, Vittorio Title: Workplace Violence in the Health Sector: Country Case Studies: Brazil, Bulgaria, Lebanon, Portugal, South Africa, Thailand, and an Additional Australian Study Summary: Violence at work has become an alarming phenomenon worldwide. The real size of the problem is largely unknown and recent information shows that the current knowledge is only the tip of the iceberg. The enormous cost of violence at work for the individual, the workplace and the community at large is becoming more and more apparent. Although incidents of violence are known to occur in all work environments, some employment sectors are particularly exposed to it. Violence includes both physical and non-physical violence. Violence is defined as being destructive towards another person. It finds its expression in physical assault, homicide, verbal abuse, bullying, sexual harassment and threat. Violence at work is often considered to be just a reflection of the more general and increasing phenomenon of violence in many areas of social life which has to be dealt with at the level of the whole society. Its prevalence has, however, increased at the workplace, traditionally viewed as a violence-free environment. Employers and workers are equally interested in the prevention of violence at the workplace. Society at large has a stake in preventing violence spreading to working life and recognizing the potential of the workplace by removing such obstacles to productivity, development and peace. Violence is common to such an extent among workers who have direct contact with people in distress, that it may be considered an inevitable part of the job. This is often the case in the health sector (violence in this sector may constitute almost a quarter of all violence at work). 1 While ambulance staff are reported to be at greatest risk, nurses are three times more likely on average to experience violence in the workplace than other occupational groups. Since the large majority of the health workforce is female, the gender dimension of the problem is very evident. Besides concern about the human right of health workers to have a decent work environment, there is concern about the consequences of violence at work. These have a significant impact on the effectiveness of health systems, particularly in developing countries. The equal access of people to primary health care is endangered if a scarce human resource, the health workers, feel under threat in certain geographical and social environments, in situations of general conflict, in work situations where transport to work, shift work and other health sector specific conditions make them particularly vulnerable to violence. In such situations the best educational system, labour market policies and workforce planning may have little or no impact. The International Labour Office (ILO), the International Council of Nurses (ICN), the World Health Organization (WHO) and Public Services International (PSI) launched in 2000 a joint programme in order to develop sound policies and practical approaches for the prevention and elimination of violence in the health sector. When the programme was first established and information gaps were identified, it was decided to launch a number of country studies as well as cross-cutting theme studies and to conclude by drafting guidelines to address workplace violence in the health sector. This working paper presents the Synthesis Report of the commissioned country reports to stimulate further discussion in the area of workplace violence, encourage fact-finding research in other countries and support sound policy-making. Country reports are available for the following countries: Brazil, Bulgaria, Lebanon, Portugal, South Africa, Thailand and Australia Details: Geneva: International Labour Organization, 2003. v.p. Source: Internet Resource: Accessed October 26, 2011 at: http://www.hrhresourcecenter.org/node/29 Year: 2003 Country: International URL: http://www.hrhresourcecenter.org/node/29 Shelf Number: 117334 Keywords: Violence in the WorkplaceWorkplace CrimeWorkplace Violence |
Author: Bowers, Len Title: Inpatient violence and aggression: a literature review. Report from the Conflict and Containment Reduction Research Programme Summary: Mentally ill people in hospital sometimes behave aggressively. They may try to harm other patients, staff, property or themselves. In the UK, the National Audit of Violence found that a third of inpatients had been threatened or made to feel unsafe while in care [Royal College of Psychiatrists 2007]. This figure rose to 44% for clinical staff and 72% of nursing staff working in these units. Such aggression can result in injuries, sometimes severe, to patients or to staff, causing staff absence and hampering the efficiency of the psychiatric service. The ways in which aggressive behaviour is managed by staff is contentious and emotive, and there is little evidence or agreement about their effectiveness. This review aims to describe the available research literature on the prevalence, antecedents, consequences and circumstances of violence and aggression in psychiatric hospitals. Our previous research has focussed on how to reduce of conflict and containment on acute wards. By conflict we mean those things that threaten patient and staff safety, such as aggression, rule breaking, drug/alcohol use, absconding, medication refusal, self-harm/suicide etc. By containment we mean those things the staff do to prevent these things occurring, or reduce the amount of harm that occurs, such as giving extra medication, intermittent observation, constant observation, show of force, manual restraint, coerced injections of medication, seclusion, time out, locking of the ward door, and other security policies. This research indicates a complicated relationship between conflict behaviours and containment, and that the behaviour and attitudes of staff may influence both. It led to the development of the ‘City model’ describing the ways in which staff factors can reduce rates of conflict and containment on wards. Three processes are posited to create low conflict and containment: positive appreciation of patients (kindness), emotional self-regulation of anger and fear (tranquillity), and an effective structure of rules and routines for patients based upon an ethical (not punitive) stance (orderliness). In addition to an analysis of the research literature, therefore, each chapter considers the evidence for and against the City Model and suggests lessons for future research. Details: London: Section of Mental Health Nursing, Health Service and Population Research, Institute of Psychiatry, Kings College London, 2011. 196p. Source: Internet Resource: Accessed August 10, 2013 at: http://www.kcl.ac.uk/iop/depts/hspr/research/ciemh/mhn/projects/litreview/LitRevAgg.pdf Year: 2011 Country: United Kingdom URL: http://www.kcl.ac.uk/iop/depts/hspr/research/ciemh/mhn/projects/litreview/LitRevAgg.pdf Shelf Number: 129604 Keywords: AggressionHospitalsMental HealthMental Illness (U.K.)ViolenceWorkplace Violence |
Author: Nakanishi, Yuko, Consultant Title: Practices to Protect Bus Operators from Passenger Assault Summary: This synthesis report addresses the important issue of protecting bus operators from passenger assault. The key elements of the synthesis study included a survey of transit agencies with a 75% (66/88) response rate, profiles of security practices, and a literature summary. Although serious crime in transit systems is relatively rare and constitutes a small percentage of overall crime, even one serious incident of violence can make media headlines and diminish the perception of security, especially if the crime is against the transit operator. Assaults on operators have caused worker absence, productivity issues, and increased levels of stress for the victim and for coworkers. Minor incidents can be precursors to more serious violence against operators. Therefore, it is important that transit agencies address the issue of operator assaults before they become problematic. "Assault" of a bus operator is defined broadly in this synthesis and includes acts of aggression that may or may not cause physical injury to the operator. Assault is defined as: Overt physical and verbal acts by a passenger that interfere with the mission of a bus operator-to complete his or her scheduled run safely-and that adversely affect the safety of the operator and customers. Bus operator protection measures ranging from policing, personnel, and training to technology, information management, policy, and legislation were identified and explored in this synthesis study. Transit agencies face different challenges and problems, along with different sets of institutional, legal, and budgetary constraints; these issues typically are considered when agencies select and implement security measures. Some measures are more appropriate for preventing certain types of attacks. For instance, conflict mitigation training is appropriate for reducing assaults emanating from disputes, whereas barriers may be more useful in protecting the operator against spontaneous attacks. Some measures, such as emergency communications and vehicle location technologies, focus on improving incident response. Video surveillance is useful for deterrence as well as for identification and prosecution of assailants. Audio surveillance is especially useful in addressing verbal attacks and threats. Agencies have helped to enact legislation on enhanced penalties for operator assault and have established agency policies such as suspending service for violating transit agency rules. The characteristics of assailants also influence the protection method. If most are teenagers, a school outreach program may mitigate assaults. If gang-related assaults are increasing, close cooperation with local law enforcement could be key. The synthesis survey requested respondents to describe their bus system and security characteristics; their policies on fare and rules enforcement; characteristics of bus operator assaults; and their assault prevention and mitigation practices, including training, hiring, use of officers and patrols, technology, and self-defense tools and training. The survey was distributed to 88 multimodal and bus-only transit agencies representing large, medium, and small U.S. agencies; the survey was also sent to several Canadian agencies and to one Chinese bus rapid transit system. Survey respondents represented large, medium, and small agencies and were geographically diverse. In general, the primary security provider for the respondents was local, county, or state or provincial police; more than a third used a combination of security providers. Respondents that indicated having transit police departments were generally large or midsize agencies. Practically all agencies have a standard operating procedure in place for response to bus operator assaults. About half of the survey respondents stated that their local laws provided more severe punishments for assaults against bus operators than for some other assaults. Details: Washington, DC: Transportation Research Board, 2011. 136p. Source: Internet Resource: TCRP Synthesis 93: Accessed July 14, 2014 at: http://www.tcrponline.org/PDFDocuments/tsyn93.pdf Year: 2011 Country: United States URL: http://www.tcrponline.org/PDFDocuments/tsyn93.pdf Shelf Number: 132668 Keywords: AssaultsBusesCrime PreventionTransit CrimeTransit SecurityTransportation SecurityWorkplace CrimeWorkplace Violence |
Author: U.S. Department of Defense Title: Internal Review of the Washington Navy Yard Shooting: A Report to the Secretary of Defense Summary: On September 16, 2013, Aaron Alexis, a Navy contractor employee with a Secret security clearance, shot and killed 12 U.S. Navy civilian and contractor employees and wounded several others at the Washington Navy Yard. Alexis was also killed. Alexis was employed by The Experts, Inc., a private information technology firm cleared under the National Industrial Security Program. The Experts was a subcontractor to Hewlett-Packard Enterprise Services, which was performing work under a contract with the Department of the Navy. Pursuant to his employment with The Experts, Alexis was assigned to a project at the Washington Navy Yard and began working there on September 9, 2013. On September 14, 2013, Alexis purchased a Remington 870 12-gauge shotgun and ammunition at a gun shop in Northern Virginia. He also purchased a hacksaw and other items at a home improvement store in Northern Virginia, using the hacksaw to modify the shotgun for concealment. On the morning of September 16, Alexis arrived at the Washington Navy Yard. He had legitimate access to the Navy Yard as a result of his work as a contractor employee and used his valid building pass to gain entry to Building 197. Shortly after his arrival in the building and over the course of about one hour, Alexis used the Remington 870 shotgun and a Beretta handgun he obtained during the attack to kill 12 individuals and wound 4 others before he was shot and killed by law enforcement officers. On September 30, 2013, the Secretary of Defense initiated concurrent independent and internal reviews to identify and recommend actions that address gaps or deficiencies in DoD programs, policies, and procedures regarding security at DoD installations and the granting and renewing of security clearances for DoD employees and contractor personnel. Details: Washington, DC: U.S. Department of Defense, 2013. 45p. Source: Internet Resource: Accessed September 15, 2014 at: http://www.defense.gov/pubs/DoD-Internal-Review-of-the-WNY-Shooting-20-Nov-2013.pdf Year: 2013 Country: United States URL: http://www.defense.gov/pubs/DoD-Internal-Review-of-the-WNY-Shooting-20-Nov-2013.pdf Shelf Number: 133310 Keywords: Active Shooter Gun-Related ViolenceHomicidesInternal SecurityNational SecuritySecurity Policies Workplace Violence |
Author: Blair, J. Pete Title: A Study of Active Shooter Incidents in the United States Between 2000 and 2013 Summary: "A Study of Active Shooter Incidents in the United States Between 2000 and 2013" contains a full list of the 160 incidents used in study, including those that occurred at Virginia Tech, Sandy Hook Elementary School, the U.S. Holocaust Memorial Museum, Fort Hood, the Aurora (Colorado) Cinemark Century 16 movie theater, the Sikh Temple of Wisconsin, and the Washington Navy Yard, as well as numerous other tragic shootings. Here are some of the study's findings: - Active shooter incidents are becoming more frequent - the first seven years of the study show an average of 6.4 incidents annually, while the last seven years show 16.4 incidents annually. - These incidents resulted in a total of 1,043 casualties (486 killed, 557 wounded - excluding the shooters). - All but six of the 160 incidents involved male shooters (and only two involved more than one shooter). - More than half of the incidents - 90 shootings - ended on the shooter's initiative (i.e., suicide, fleeing), while 21 incidents ended after unarmed citizens successfully restrained the shooter. - In 21 of the 45 incidents where law enforcement had to engage the shooter to end the threat, nine officers were killed and 28 were wounded. - The largest percentage of incidents - 45.6 percent - took place in a commercial environment (73 incidents), followed by 24.3 percent that took place in an educational environment (39 incidents). The remaining incidents occurred at the other location types specified in the study - open spaces, military and other government properties, residential properties, houses of worship, and health care facilities Details: Washington, DC: Texas State University; Washington, DC: Federal Bureau of Investigation, U.S. Department of Justice, 2014. 47p. Source: Internet Resource: Accessed September 27, 2014 at: http://www.fbi.gov/news/stories/2014/september/fbi-releases-study-on-active-shooter-incidents/pdfs/a-study-of-active-shooter-incidents-in-the-u.s.-between-2000-and-2013 Year: 2014 Country: United States URL: http://www.fbi.gov/news/stories/2014/september/fbi-releases-study-on-active-shooter-incidents/pdfs/a-study-of-active-shooter-incidents-in-the-u.s.-between-2000-and-2013 Shelf Number: 133454 Keywords: Active Shooter IncidentsGun ViolenceGun-Related Violence (U.S.)HomicidesSchool ViolenceViolent CrimeWorkplace Violence |
Author: Victoria. Auditor-General Title: Occupational Violence Against Healthcare Workers Summary: Healthcare workers, including doctors, nurses and paramedics, provide a critical role in caring for the community. The community has come to expect that healthcare workers will provide care as and when needed. Occupational violence has been recognised as a significant issue for healthcare workers both in Australia and internationally. Healthcare workers face particular risks because they are at the frontline when it comes to dealing with people in stressful, unpredictable and potentially volatile situations. For example, some of the day-to-day challenges that healthcare workers may experience include dealing with patients whose clinical condition may lead to unintentional violent behaviour, concerned family members who may become agitated in response to a loved one's situation, and individuals whose drug or alcohol-fuelled aggression threatens the safety of paramedics and health professionals. It is important that healthcare workers are protected from the risks and incidence of occupational violence both for their own health and safety and to protect the continuity and quality of healthcare services provided to the community. In its 2011 policy, Preventing occupational violence: A policy framework including principles for managing weapons in Victorian health services, the Department of Health & Human Services (DHHS) defines occupational violence as 'Any incident where an employee is abused, threatened or assaulted in circumstances arising out of, or in the course of, their employment'. In this audit, we examined whether local and statewide systems are sufficiently and appropriately protecting healthcare workers from the risks and incidence of occupational violence. We focused on: - DHHS' role as manager of the Victorian health system - WorkSafe's role as the occupational health and safety regulator in supporting employers to reduce and control occupational violence risks through its education and enforcement activities - Ambulance Victoria (AV) and selected health services-with a particular focus on three hospitals-in their role as employers responsible for identifying, responding to and preventing or mitigating the risk of occupational violence to protect their workers. Details: Melbourne: Victorian Auditor-General, 2015. 72p. Source: Internet Resource: Accessed May 14, 2015 at: http://www.audit.vic.gov.au/publications/20150506-Occ-Violence/20150506-Occ-Violence.pdf Year: 2015 Country: Australia URL: http://www.audit.vic.gov.au/publications/20150506-Occ-Violence/20150506-Occ-Violence.pdf Shelf Number: 135635 Keywords: Healthcare WorkersOccupational ViolenceViolence PreventionWorkplace Violence |
Author: Schoenfisch, Ashley Title: Weapons Use Among Hospital Security Personnel Summary: Violence in the hospital setting, particularly violence perpetrated by patients and visitors, is a growing public health concern. The economic impact of workplace violence has been estimated at annual losses of 1.8 million work days and $55 million in wages, as well as lost productivity, legal and security expenses, property damage, and harm to public image (US Department of Labor Occupational Safety and Health Administration, 2011). Adverse physical and mental consequences on workers have been described as well (Dement JM, Lipscomb HJ, Schoenfisch AL, & Pompeii LA, 2014; Pompeii LA et al., 2013). Although most occupational safety and health research related to hospital violence has focused on the impact on direct patient care staff (e.g., nurses, nurses' aides, and physicians), police and security personnel have been described as being at particularly high risk. In a recent study examining violence perpetrated by patients and visitors against hospital workers, police officers and security personnel had the highest rate of violent event-related injury (5.1 per 100 full-time equivalents) - notably higher than that of inpatient nurses (1.8 per 100 full-time equivalents) (Pompeii LA et al., 2013). Several observational studies have described security practices and policies in the hospital setting, including the availability of weapons for use by security personnel (Campus Safety Magazine, 2011; Ho JD et al., 2011; Lavoie FW, Carter GL, Danzl DF, & Berg RL, 1988; Meyer H & Hoppszallem S, 2011). Although some of these studies provide an overview of hospitals' security practices at the national level, none address comprehensively the relationship between weapons availability and hospital violence. Given an increase in violence in the hospital setting and continued attention on hospital security programs, there is a need to examine current hospital safety and security practices and how they relate to the prevention and mitigation of events of hospital violence, including the use of weapons by security personnel. The purpose of this study was to examine the carrying and use of weapons among security personnel working in the hospital setting, including the assessment of how weapons use in hospital violent events may vary by hospital characteristics. In addition, the study aimed to assess the incidence of violence in the hospital setting in the prior 12 months, including the association between violence and weapons use among security personnel. Details: Glendale Heights IL: IHSSF: International Healthcare Security and Safety Foundation, 2014. 88p. Source: Internet Resource: Accessed October 29, 2015 at: http://ihssf.org/PDF/weaponsuseamonghosptialsecuritypersonnel2014.pdf Year: 2014 Country: United States URL: http://ihssf.org/PDF/weaponsuseamonghosptialsecuritypersonnel2014.pdf Shelf Number: 137171 Keywords: Healthcare FacilitiesHospital SecurityHospitalsSecurity PersonnelWorkplace Violence |
Author: Cvitkovich, Yuri Title: Preventing violent and aggressive behaviour in healthcare : a literature review Summary: Since the late 1980's there has been a concerted effort to prevent violence in the workplace however it was not until the mid-90's that government agencies have produced guidelines for violence prevention programs. A systematic approach was used to search the literature for relevant studies from: peer-review journals, government and academic reports, PubMed database, books, reference lists, websites and journal "Table of Contents". Keywords used were: "workplace violence prevention" strategies; workplace violence prevention strategies in healthcare; evaluating "workplace violence prevention programs" in healthcare; healthcare workplace violence prevention; and violence in the healthcare workplace. Inclusion criteria were that the study describe violence prevention programs and provide specific details of interventions. After screening for pertinence we obtained 175 studies/reports for our reference list. We excluded 62 studies that were primarily epidemiological. Of the remaining 113 most described violence prevention programs in various settings: - General application - 65 - Acute care - 17 (some mental health) - Mental Health - 24 (some complex care) - Complex care - 12 (some mental health) - Community Care - 14 (some mental health) After reading the resulting 113 articles, we screened out those only provided a description of the violence prevention program without reporting evaluations. Although a substantial list of violence prevention studies were identified, only 32 studies demonstrated the effectiveness of these interventions. The 32 articles that did some sort of evaluation of intervention were comprised of 5 environmental / administrative, 11 training, and 16 post-incident. Three of the 5 environmental/administrative intervention studies were not in healthcare settings specifically, whereas one was in acute care and another was in a Veterans Administration facility. The eleven training intervention studies were all in healthcare settings: one in nursing homes whereas the remainder were in hospitals (two in emergency departments, two in Veterans Administration facilities, three in mental health hospitals, and five giving a generic acute care description). The sixteen post-incident intervention evaluations comprised of nine studies in healthcare settings and seven studies not in healthcare (armed forces, women experiencing early miscarriage, victims of violent crime, acute burns trauma victims, police officers, and two studies of road traffic accident victims). The nine healthcare setting post-intervention evaluations were distributed as follows: six in psychiatric (forensic) hospitals, one in Veterans Administrative facilities, one in a long-term care facility, and one in community homes for developmental and psychiatric residents. Most evaluation studies did not use a control group but used a one-group pre/post design. Tables 1 to 4 provide a summary of the evaluation studies. The evaluation studies demonstrate some consistency in perception that the greatest quantity of aggressive behaviour incidents arise from patients/clients/residents who have psychiatric or dementia illness or individuals who are in the crowded high-pressure environments of emergency department. However there is very little mention of the integration of clinical guidelines as they relate to violence prevention and OH&S strategies. Now that more people with psychiatric problems and dementia are living in the community rather than being institutionalized, these expanded violence prevention strategies from mental health hospitals may be applicable for community care settings. Details: Vancouver, BC: Occupational Health and Safety Agency for Healthcare (OHSAH) in BC, 2005. 81p. Source: Internet Resource: Accessed November 3, 2015 at: http://www.phsa.ca/Documents/Occupational-Health-Safety/ReportPreventingViolentandAggressiveBehaviourinHea.pdf Year: 2005 Country: Canada URL: http://www.phsa.ca/Documents/Occupational-Health-Safety/ReportPreventingViolentandAggressiveBehaviourinHea.pdf Shelf Number: 137190 Keywords: Healthcare ViolenceHospitalsViolence and AggressionViolence PreventionWorkplace Violence |
Author: Victorian Department of Human Services, Nurse Policy Branch Title: Victorian Taskforce on Violence in Nursing: Final Report Summary: Health care professionals who are involved in direct clinical care and who are in frequent contact with the public are confronted with incidents of occupational violence and bullying. Among health care professionals, nurses are particularly exposed to occupational violence and bullying. Nurses have been identified as the occupational group most at risk of violence in the workplace in Australia (Mayhew 2000). Recent Australian research indicates that as many as 95 per cent of nurse respondents had experienced repeated episodes of verbal aggression in the year prior to the study, with 80 per cent reporting multiple episodes of physical aggression from patients (O'Connell et al. 2000). Research consistently indicates that nurses under-report incidents of violence (Erickson & Williams-Evans 2000; Fry et al.2002; Poster 1996). There are indications that nurses who are frequently exposed to violence are less likely to report the incident as they believe it is just part of the job, and the way an incident or near incident is reported itself differs across hospitals. There is a lack of consistent definition and measurement of violence and bullying against nurses, which contributes to a lack of understanding of the nature and prevalence of the problem. The Minister for Health, the Hon Bronwyn Pike MP, established a taskforce in early 2004 to provide strategic advice to the Victorian Government regarding occupational violence and bullying against nurses. The Victorian Taskforce on Violence and Bullying was chaired by Maxine Morand, Member for MountWaverley, who is a former nurse and research scientist. Members of the taskforce possess in-depth knowledge and experience of the Victorian health sector, particularly concerning nursing matters. Representatives were brought together from division 1, 2 and 3 registered nurses, the Australian Nursing Federation (Vic Branch), Health Services Union, Health and Community Services Union, Victoria Police, Victorian Deans of Nursing, the Vocational Education and Training sector, human resource directors in health services, Nurses Board of Victoria, Royal College of Nursing Australia, Directors of Nursing, and WorkSafe Victoria. The taskforce was asked to define occupational violence and bullying against nurses, develop approaches to the prevention and management of occupational violence and consider factors that impact on the provision and management of a safe environment for nurses, other health professionals and clients. The taskforce aims included developing strategies that promote a reduction and consistent reporting of incidents of occupational violence in nursing and to consider a coordinated approach to addressing these issues. In order to fully examine key issues and recommend specific strategies to address occupational violence and bullying against nurses, the committee determined that four subcommittees should be convened. The four subcommittees reviewed and further refined the different aspects, definitions and potential strategies to approaching their specific area. They covered the areas of violence and aggression, bullying, education, and reporting tools. Each subcommittee undertook specific analysis and discussion to identify strategies. The taskforce highlighted a number of themes as being crucial to preventing and managing violence and bulling in the nursing workplace. These themes were common to each of the areas analysed and are reflected in the recommendations. Details: Melbourne: Victoria, Department of Human Services, 2005. 93p. Source: Internet Resource: Accessed November 11, 2015 at: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/17674/victaskforcevio.pdf Year: 2005 Country: Australia URL: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/17674/victaskforcevio.pdf Shelf Number: 137231 Keywords: Healthcare ProfessionalsHospitalsWorkplace CrimeWorkplace Violence |
Author: Victoria. Department of Human Services Title: Occupational violence in nursing: An analysis of the phenomenon of code grey/black events in four Victorian hospitals Summary: Study aims The aims of this study are threefold: 1. To describe the prevalence and impact of code black and code grey events in three Melbourne metropolitan health care agencies and one regional centre. 2. To identify organisational factors, patient characteristics and specific patient groups that are more susceptible to being involved in violent incidents within the workplace. 3. To identify best practice and suggest appropriate organisational and nursing interventions that will improve the management of patient violence directed towards nurses and other health care staff. In addressing these aims, the study will answer the following research questions: - What is best practice when training for: the de-escalation of aggression, the management of code black and code grey events, and debriefing of nurses following a code black or code grey event? - What is the prevalence of occupational violence across three major metropolitan and one regional health care agency? - How does patient aggression manifest and how is it perceived and managed by nurses? - Do reported incidents of patient aggression accurately reflect actual levels of patient aggression? - What demographic, patient and organisational factors influence the frequency of code grey and code black events? Details: Melbourne: Victoria, Department of Human Services, 2005. 79p. Source: Internet Resource: Accessed November 11, 2015 at: http://www.health.vic.gov.au/__data/assets/pdf_file/0008/17585/codeblackgrey.pdf Year: 2005 Country: Australia URL: http://www.health.vic.gov.au/__data/assets/pdf_file/0008/17585/codeblackgrey.pdf Shelf Number: 137232 Keywords: Healthcare ProfessionalsHospital SecurityHospitalsOccupational ViolenceWorkplace CrimesWorkplace Violence |
Author: Victoria. Department of Health Title: Progress on Occupational Violence Prevention in Victorian Health Services; Including a snapshot of the work arising from the Taskforce on Violence in Nursing Summary: The Victorian Taskforce on Violence in Nursing was asked to identify and review existing systems, procedures and policies in place in Victorian health services and recommend strategies to reduce the incidence of violence. The extensive experience of the taskforce members provided a valuable contribution to the development of solutions which culminated in 29 recommendations. The department was responsible for ensuring the implementation of a number of the recommendations, whilst health services were also responsible for the direct implementation of some recommendations. The work required strong engagement with the sector and a focus that included local solutions to local problems. The department played a major role in identifying and disseminating best practice in the prevention and management of occupational violence. Clearly, health services did not start the process of implementation from a level playing field, so the department played a large role in promoting greater consistency and building capacity of health services in the prevention and management of occupational violence. Accordingly, distribution of available resources required an equitable approach, which considered the varying needs of health services. Evaluating and reporting on the implementation required the development of a program logic. At the outset of the program implementation, the department's evaluation team worked with Nursing and Midwifery Policy to develop a framework for assessing the impacts of the work undertaken. The first key rationale for the work was that occupational violence adversely impacts on health workforce retention and service provision. The second rationale for the work was that the taskforce had identified community attitudes and organisational culture as key factors contributing to violence against health workers. These factors are much harder to quantify and often there is a considerable lag time between implementation and culture change. Therefore, the feedback sought from health services post implementation included qualitative impacts in addition to the fiscal accountability requirements for program funding. This included both subjective and objective views, including responses from staff, clients and visitors. The feedback has helped to identify future requirements and options for the prevention and better management of occupational violence against nurses and health workers. The program logic for the evaluation was agreed to by the implementation reference group, which was appointed by the Minister and included representatives from health services, WorkSafe and health sector unions. The improvements sought through the implementation and evaluation through the program logic included: - improved awareness of the impact of violence in health care settings - improved collaboration between health services and police in managing violence (refer to the Building Better Partnerships Project on page 29) - improved health service understanding of and compliance with relevant legislation - improved availability and analysis of occupational violence data (refer to strategy 5 page 36). Further medium term impacts sought were targeted training, improved worker satisfaction with the management of workplace violence and maintaining the community perception of health service environment safety. This report will demonstrate the achievement of the short and medium term impacts set out in the program logic. It also outlines case studies of taskforce members and staff feedback about prevention initiatives. Details: Melbourne: Victorian Department of Health, 2012. 76p. Source: Internet Resource: Accessed November 16, 2015 at: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/757105/1111008_Violence-in-Nursing_WEB_FA.pdf Year: 2012 Country: Australia URL: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/757105/1111008_Violence-in-Nursing_WEB_FA.pdf Shelf Number: 137289 Keywords: Healthcare Workers Occupational Violence Violence PreventionWorkplace Violence |
Author: Emergency Nurses Association. Institute for Emergency Nursing Research Title: Emergency Department Violence Surveillance Study Summary: Nine hundred deaths and 1.7 million nonfatal assaults occur each year in the United States due to workplace violence. These numbers represent only the most serious physical violent incidents; the extent to which all types of violence are experienced in the workplace remains unknown. Workplace violence is a serious concern for emergency nurses. Due to under-reporting, the occurrence of physical violence and verbal abuse toward emergency nurses remains not well understood. Therefore, it is essential to investigate the actual extent of violence and aggression toward emergency nurses. Launched in May 2009, the Emergency Department Violence Surveillance (EDVS) Study collects ongoing objective data allows for tracking changes related to violence toward emergency nurses as well as the processes used to respond to violence. Specifically, the EDVS Study was established to investigate: • The extent of the occurrence of various types of workplace violence toward emergency nurses from patients and visitors on any given day. • The extent of under-reporting of workplace violence toward emergency nurses from patients and visitors. • The current reporting mechanisms, if any, for violence toward emergency nurses. • The current processes, if any, used to respond to violence toward emergency nurses. • Trends in violence toward emergency nurses over time. The EDVS study utilizes a cross-sectional online survey to determine the prevalence and nature of workplace violence experienced by emergency nurses during the previous seven days. This report represents analysis of data collected approximately three months apart, from May 2009 to January 2011 during which 7,169 emergency nurses participated. Major findings are highlighted below: • With respect to overall physical violence verbal abuse trends across the eight rounds of data, no linear trend component was detected. • The overall frequency of physical violence and verbal abuse during a seven-day period (during which the participants worked an average of 36.9 hours in an emergency department) was fairly high (54.5%) across all rounds. Participants reported experiencing physical violence (with/without verbal abuse) (12.1%) and verbal abuse only (42.5%), during the seven-day period. • The majority of the participants who were victims of workplace violence did not file a formal event report for the physical violence or the verbal abuse. • The presence of reporting policies (especially zero-tolerance policies), was associated with a lower odds of physical violence and verbal abuse. • Nurses whose hospital administration and ED management are committed to workplace violence control are less likely to experience workplace violence. Ongoing research is needed to further determine the extent of underreporting, the incidence and prevalence of workplace violence, and the factors associated with the occurrence of workplace violence against emergency nurses. The continued collection of data through the EDVS study will provide further insight toward addressing these research needs. Details: Des Plaines, IL: Emergency Nurses Association, 2011. 60p. Source: Internet Resource: Accessed November 16, 2015 at: https://www.ena.org/practice-research/research/Documents/ENAEDVSReportNovember2011.pdf Year: 2011 Country: United States URL: https://www.ena.org/practice-research/research/Documents/ENAEDVSReportNovember2011.pdf Shelf Number: 137298 Keywords: Hospitals, ViolenceNursesOccupational ViolenceVictims of ViolenceWorkplace Violence |
Author: National Collaborating Centre for Mental Health (UK) Title: Violence: The short-term management of disturbed/violent behaviour in in-patient psychiatric settings and emergency departments Summary: The National Institute for Health and Clinical Excellence (NICE) commissioned the National Collaborating Centre for Nursing and Supportive Care (NCC-NSC) to develop guidelines on the short-term management of disturbed/violent behaviour in adult psychiatric in-patient settings and emergency departments for mental health assessments. This follows referral of the topic by the Department of Health and Welsh Assembly Government. This document describes the methods for developing the guidelines and presents the resulting recommendations. It is the source document for the NICE short-form version, the Quick reference guide (the abridged version for health professionals) and the Information for the public (the version for patients and their carers), which will be published by NICE and be available on the NICE website (www.nice.org.uk). The guidelines were produced by a multidisciplinary Guideline Development Group (GDG) and the development process was undertaken by the NCC-NSC. The main areas examined by the guideline were: environment and alarm systems, prediction (antecedents, warning signs and risk assessment), training, working with service users, de-escalation techniques, observation, physical interventions, seclusion, rapid tranquillisation, post-incident review, emergency departments, and searching. Details: London: Royal College of Nursing, 2006. 135p. Source: Internet Resource: NICE Clinical Guidelines, No. 25: Accessed February 12, 2016 at: http://www.ncbi.nlm.nih.gov/books/NBK55521/pdf/Bookshelf_NBK55521.pdf Year: 2006 Country: United Kingdom URL: http://www.ncbi.nlm.nih.gov/books/NBK55521/pdf/Bookshelf_NBK55521.pdf Shelf Number: 137851 Keywords: Alarm SystemsHospital SecurityHospitalsMentally Ill ViolenceWorkplace Violence |
Author: National Collaborating Centre for Mental Health (UK) Title: Violence and Aggression: Short-Term Management in Mental Health, Health and Community Settings Summary: This guideline has been developed to advise on the short-term management of violence and aggression in mental health, health and community settings in adults, children (aged 12 years or under) and young people (aged 13 to 17 years). This guideline updates Violence: the Short-term Management of Disturbed/Violent Behaviour in In-Patient Psychiatric Settings and Emergency Departments (NICE clinical guideline 25), which was developed by the National Collaborating Centre for Nursing and Supportive Care and published in 2005. Since the publication of the 2005 guideline, there have been some important advances in our knowledge of the management of violence and aggression, including service users' views on the use of physical intervention and seclusion, and the effectiveness, acceptability and safety of drugs and their dosages for rapid tranquillisation. The previous guideline was restricted to people aged 16 years and over in adult psychiatric settings and emergency departments; this update has been expanded to include some of the previously excluded populations and settings. All areas of NICE clinical guideline 25 have been updated, and this guideline will replace it in full. The guideline recommendations have been developed by a multidisciplinary team of healthcare professionals, people with mental health problems who have personally experienced management of violent or aggressive behaviour, their carers and guideline methodologists after careful consideration of the best available evidence. It is intended that the guideline will be useful to clinicians and service commissioners in providing and planning high-quality care for the management of violence and aggression, while also emphasising the importance of the experience of these service users' care and the experience of their carers. Details: London: British Psychological Society, 2015. 253p. Source: Internet Resource: NICD Guideline No. 10: Accessed February 12, 2016 at: http://www.ncbi.nlm.nih.gov/books/NBK305020/pdf/Bookshelf_NBK305020.pdf Year: 2015 Country: United Kingdom URL: http://www.ncbi.nlm.nih.gov/books/NBK305020/pdf/Bookshelf_NBK305020.pdf Shelf Number: 137852 Keywords: Alarm SystemsHospital SecurityHospitalsMental Health ServicesMentally Ill ViolenceWorkplace Violence |
Author: Rayner-Thomas, Margaret Title: Intimate partner violence and the workplace Summary: Key Messages - Intimate partner violence is common. - Many victims and perpetrators are in paid work. - Workplaces provide an ideal place for intervention and raising awareness about intimate partner violence. - Barriers to action by workplaces can include: a lack of understanding of the size, nature and impact of the problem and not knowing how to respond to the issue; not recognising the high cost to their businesses. - Active adoption of strategies to support those who experience intimate partner violence is important to secure their long-term safety. There are local and international examples of these strategies. These include: - Adopting workplace practices and policies (e.g. flexible work hours, flexible work locations, security practices, awareness raising) - The inclusion of entitlements that support victims' safety in collective agreements - Partnering with specialised family violence agencies to support in-house training and facilitate referrals - Legislation, related to work leave, anti-discrimination and occupational safety and health. - By actively engaging with the realities of intimate partner violence, organisations can avoid taking on the financial and resource costs associated with its occurrence and impacts in the workplace. Most importantly, it will help establish healthier and more equitable workplaces for all employees. Details: Auckland, NZ: New Zealand Family Violence Clearinghouse, 2014. 31p. Source: Internet Resource: Issues Paper 7: Accessed February 23, 2016 at: https://nzfvc.org.nz/sites/nzfvc.org.nz/files/issues-paper-7-2014.pdf Year: 2014 Country: New Zealand URL: https://nzfvc.org.nz/sites/nzfvc.org.nz/files/issues-paper-7-2014.pdf Shelf Number: 137943 Keywords: Family ViolenceIntimate Partner ViolenceWorkplace Violence |
Author: Royal College of Psychiatrists Title: Healthcare Commission National Audit of Violence 2006-7: Final Report -- Older People's Services Summary: This report describes the findings from the 2006/7 phase of the National Audit of Violence which was funded by the Healthcare Commission and managed by the Royal College of Psychiatrists' Centre for Quality Improvement. A total of 69 NHS trusts and independent sector organisations took part in the programme, representing 78% of all eligible participants in England and Wales. Work focused on two specialties – older people’s services and acute services. Data was collected between October 2006 and March 2007. This report presents the findings from older people's services. • The Health and Safety at Work Act (1974) states that 'It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all his employees'. The audit found that 64% of nurses on older people's wards reported that they had been physically assaulted. These figures were higher than any other staff group in this specialty, or in services for adults of working age. As one nurse explained, "Sometimes it feels very much part of the daily routine to be either verbally or physically abused by patients." There are many causes of violence on wards. Trusts must use their local audit findings to develop plans that address their problems. • The Government expects that ‘Healthcare services are provided in environments which promote effective care and optimise health outcomes by being a safe and secure environment which protects patients, staff, visitors and their property, and the physical assets of the organisation’ (Core Standard C20a), yet over 40% of staff did not have access to a personal alarm, and 25% of nurses described the emergency alarm system on their ward as ineffective. Many environmental precipitants to violence are amenable to improvement and should be tackled as a matter of urgency. • The NICE Guideline (2005) details the training that those involved in preventing and managing violence on wards should receive: the audit revealed that staff in older people's services were less likely than their colleagues in services for working age adults, to have been trained. For example: although almost 80% of nurses were involved in managing incidents, only 66% of those had received the recommended training; many staff complained that their training was not tailored to the particular needs of older people’s services. Trusts must deal with shortfalls in training as a priority. • The Government’s Core Standard C13a requires that healthcare organisations have systems in place to ensure that staff treat patients, their relatives and carers with dignity and respect. The audit found high levels of compliance with the associated standards: 92% of patients reported that they had been cared for in a dignified manner; only 5% felt that their religious or cultural need had not been respected. Trusts should commend their staffs’ good practice. The NSF for Older People (2001) expects that older people will be treated as individuals and enabled to make choices about their own care. The audit revealed high levels of satisfaction with their experiences: 81% of carers reported that they had been asked to share information about their relative/friend’s likes, dislikes and fears; 98% said that they had witnessed staff caring for patients in a meaningful, person-centred way. This good practice should be shared between organisations. Local and national reports have been sent out to all participating wards and regional action planning workshops were held to support local teams to take forward service improvements. A series of 'change management' workshops are also being held to train staff to lead change within their services. The full report contains detailed findings and many quotations from participants that can help those who need to take action to get to the heart of the problems. Details: London: Royal College of Psychiatrists, 2008. 146p. Source: Internet Resource: Accessed November 28, 2016 at: http://www.rcpsych.ac.uk/PDF/OP%20Nat%20Report%20final%20for%20Leads.pdf Year: 2008 Country: United Kingdom URL: http://www.rcpsych.ac.uk/PDF/OP%20Nat%20Report%20final%20for%20Leads.pdf Shelf Number: 147913 Keywords: Healthcare OrganizationsHospital PatientsViolenceWorkplace Violence |
Author: Gimeno, David Title: Work-Related Violence Research Project. Overview and Survey Module and Focus Group Findings Summary: The objective of this Final End of Project Report is to summarize the development and field testing of a new module on survey questions and focus group protocols on the topic of work-related violence (WRV), for use in Central America. A.1. Main objective The main goal of the contract was to provide ILAB with a newly developed set of high quality research tools (i.e., new survey questions module and related focus group protocols) and corresponding methodological recommendations to meet ILAB's needs for collecting nationally representative, gender-disaggregated data on the prevalence, nature, and possible consequences of adult (18 years of age and older) WRV, including gender-based violence (or GBV) to the extent practicable. ILAB is particularly interested in the formal and informal sectors of one or more of the following Spanish-speaking Central American countries: Panama, Honduras, Nicaragua, El Salvador, Guatemala, and Costa Rica. Details: Washington, DC: U.S. Department of Labor, 2016. 140p. Source: Internet Resource: Accessed September 15, 2017 at: https://www.dol.gov/asp/evaluation/completed-studies/Work-Related-Violence-Research-Project-Final-Report.pdf Year: 2016 Country: Central America URL: https://www.dol.gov/asp/evaluation/completed-studies/Work-Related-Violence-Research-Project-Final-Report.pdf Shelf Number: 147346 Keywords: Gender-Related ViolenceWork-Related ViolenceWorkplace SafetyWorkplace Violence |
Author: Nobert, Megan Title: Addressing Sexual Violence in Humanitarian Organisations: Good Practices for Improved Prevention Measures, Policies, and Procedures Summary: Report the Abuse (RTA), the first global NGO to solely address sexual violence against humanitarian aid workers, has created the first good practices tool to assist humanitarian organisations in their efforts to improve how they address this problem. As the issue has gained more exposure, humanitarian organisations across the globe have increasingly asked for guidance. This good practices tool, as well as other guidelines and information created by RTA, forms the foundational basis for improved prevention measures, policies, and procedures to address sexual violence against humanitarian aid workers. Any discussion on this issue must start with why it happens, and to that end RTA's good practices tool begins by examining the most significant risk factor for sexual violence in humanitarian workplaces: organisational culture. Cultures that encourage constructive feedback, address misconduct issues, and provide the information and resources necessary for sexual violence issues to be addressed in a professional and survivorcentred manner are less likely to experience such incidents. Organisational culture not only underpins why sexual violence incidents occur, but why survivors so rarely report incidents. It is the core change that humanitarian organisations must be working towards - emphasising zero tolerance for sexual violence incidents of any nature. Zero tolerance must start with implementing strong and repetitious prevention measures: including simple and clear messaging about how sexual violence will not be tolerated, combined with appropriate, sensitive, and frequent trainings on the topic. Backed by strong leadership, these measures have the potential to significantly reduce the number of sexual violence incidents that might occur in humanitarian workplaces. Of course any prevention measure, in addition to being understood by all members of staff, must also be supported by policies and procedures that underline both prevention and response. Comprehensive, holistic, accessible, and survivor-centred policies on sexual violence in humanitarian workplaces serve an essential function: clarifying what is sexual violence, how to report incidents when they occur, and the consequences for perpetrators. The development of such policies must take into account feedback from staff members, in particular national staff, and evaluate the trust they have in the organisation's structure and mechanisms; this allows for the creation of an M&E system to start evaluating how humanitarian organisations are doing to address the issue. There is a myriad of ways to guarantee staff members fully understand what is acceptable behaviour: starting from recruitment through to the regular signing of a Code of Conduct. Ensuring that the language used in policies on sexual violence is accessible and understood by everyone in the organisation - from the cleaner to the Executive Director - can be a daunting task; however it is necessary for all members of staff to understand their rights to a safe and healthy workplace, as well as how they must contribute to the creation of one. It is important to remember that the first people a survivor encounters post-sexual violence can have a strong impact on their entire recovery process, good or bad. Therein lies the significance of developed and operational procedures, the final piece to creating safe and healthy workplaces for all humanitarian aid workers, and the real demonstration that all prevention measures and policies put in place by the organisation function professionally, impartially, and in a survivor-centred manner. Procedures start with functional and accessible reporting processes that result in transparent, professional, and impartial investigations; they end with accountability for both survivors and perpetrators. Where possible this should involve local justice mechanisms, bearing in mind that in many of the locations where humanitarian operations are undertaken this may not be a reality. In all circumstances though, the priorities must be the support and care of survivors, and the creation of an environment where impunity is not allowed to thrive. Given the importance of an organisation's culture in preventing incidents of sexual violence, it should be clear that different roles within humanitarian organisations could be vital to addressing this issue. To further assist humanitarian aid workers at all different levels, we have provided some analysis of how different roles can and must contribute to the creation of safe and healthy humanitarian workplaces, and we actively encourage the empowerment of individuals within such roles to address this problem. Finally, as part of our continuing efforts to provide support and guidance, for all of the sections noted within this short summary, a series of recommendations has been provided. These recommendations should help to guide implementation of the good practices tool, and in particular assist in the development of M&E measures to determine progress on the issue. However, humanitarian organisations are also encouraged to expand on the ideas outlined within this tool and use it as a starting or foundational block. The publication of the good practices tool, and other guidance and information created by RTA, should not be seen as the end of work on the issue. This is the starting point, from which we hope others will take up our call to action. Addressing sexual violence against humanitarian aid workers is necessary, and it must happen now, not tomorrow. It is a real and grave issue that needs to be tackled by all humanitarian organisations, for the benefit of all humanitarian aid workers. Details: Swit: Report the Abuse, 2017. 63p. Source: Internet Resource: Accessed September 25, 2017 at: https://reliefweb.int/sites/reliefweb.int/files/resources/RTA%20Addressing%20Sexual%20Violence%20in%20Humanitarian%20Organisations%20-%20Good%20Practices%20for%20Improved%20Prevention%20Measures%2C%20Policies%2C%20and%20Procedures.pdf Year: 2017 Country: International URL: https://reliefweb.int/sites/reliefweb.int/files/resources/RTA%20Addressing%20Sexual%20Violence%20in%20Humanitarian%20Organisations%20-%20Good%20Practices%20for%20Improved%20Prevention%20Measures%2C%20Policies%2C%20and%20Proce Shelf Number: 147443 Keywords: Humanitarian Aid WorkersRapeSexual AssaultSexual ViolenceWorkplace Violence |
Author: U.S. Department of Justice. Federal Bureau of Investigation Title: Active Shooter Incidents in the United States from 2000-2016 Summary: This document contains a list of active shooter incidents in the United States that have been identified by the FBI from 2000 through the end of 2016. Details: Washington, DC: FBI, 2017. 30p. Source: Internet Resource: Accessed January 31, 2018 at: https://www.fbi.gov/file-repository/activeshooter_incidents_2001-2016.pdf/view Year: 2017 Country: United States URL: https://www.fbi.gov/file-repository/activeshooter_incidents_2001-2016.pdf/view Shelf Number: 148945 Keywords: Active Shooter IncidentsGun ViolenceGun-Related Violence (U.S.)HomicidesMass HomicidesSchool ViolenceViolent CrimeWorkplace Violence |
Author: U.S. Federal Bureau of Investigation Title: Active Shooter Incidents in the United States in 2016 and 2017 Summary: The FBI has designated 50 shootings in 2016 and 2017 as active shooter incidents. Twenty incidents occurred in 2016, while 30 incidents occurred in 2017. As with past FBI active shooter-related publications, this report does not encompass all gun-related situations. Rather, it focuses on a specific type of shooting situation. The FBI defines an active shooter as one or more individuals actively engaged in killing or attempting to kill people in a populated area. Implicit in this definition is the shooter's use of one or more firearms. The active aspect of the definition inherently implies that both law enforcement personnel and citizens have the potential to affect the outcome of the event based upon their responses to the situation. This report supplements two previous publications: A Study of Active Shooter Incidents in the United States Between 2000 and 20132 and Active Shooter Incidents in the United States in 2014 and 2015.3 The methodology articulated in the 2000-2013 study was applied to the 2016 and 2017 incidents to ensure consistency. Excluded from this report are gang- and drug-related shootings and gun-related incidents that appeared not to have put other people in peril (e.g., the accidental discharge of a firearm in a bar). Analysts relied on official law enforcement investigative reports (when available), FBI holdings, and publicly available resources when gathering data for this report. Though limited in scope, this report was undertaken to provide clarity and data of value to federal, state, tribal, and campus law enforcement as well as other first responders, corporations, educators, and the general public as they seek to neutralize threats posed by active shooters and save lives during such incidents. Details: Washington, DC: FBI, 2018. 18p. Source: Internet Resource: Accessed May 7, 2018 at: https://www.fbi.gov/file-repository/active-shooter-incidents-us-2016-2017.pdf/view Year: 2018 Country: United States URL: https://www.fbi.gov/file-repository/active-shooter-incidents-us-2016-2017.pdf/view Shelf Number: 150072 Keywords: Active Shooter IncidentsGun Violence Gun-Related Violence (U.S.) Homicides Mass HomicidesSchool Violence Threat AssessmentViolent Crime Workplace Violence |
Author: Schindeler, Emily Title: Prosecuting workplace violence: The utility and policy implications of criminalisation Summary: Workplace violence or bullying causing psycho-social injury is an emerging and serious problem in Australia and internationally. Annual costs of such injuries have been estimated to exceed 6 billion dollars. Responses to workplace violence causing psychological harm increasingly centre on criminalisation and threats of escalated enforcement action against employers who fail to provide safe working environments. However this trend takes place amongst a complex inter-meshing of workplace health and safety regulatory systems, criminal law, and other systems such as anti-discrimination and industrial laws. It also occurs in an environment where enforcement is entrusted to regulatory agencies affected by the trend to responsive or risk-based regulation, one effect of which has been a movement in some areas away from enforcement to self-regulation or even deregulation. This project seeks to understand how regulatory agencies respond to workplace violence or bullying that causes psychological rather than physical harms. In particular it aims to establish the prevalence and outcomes of prosecutions involving workplace behaviours causing psychological injury. Where such prosecutions are not occurring, the study seeks to understand the philosophical, institutional and procedural barriers to such prosecutions. Finally the project examines policy issues including whether criminalisation is appropriate for these types of workplace harms, and whether corporate employers can be made more liable for their failures to provide safe work environments. To achieve these aims four stages of research were undertaken. First, the legislation, regulation and agencies involved in addressing workplace psychological harm were mapped, to establish their roles and responsibilities. Second, a review of all relevant Australian cases was undertaken. Third, these cases were analysed to identify themes and common issues. Fourth consultations were held with representatives from most relevant workplace health regulators to help understand practices and problems in the area. The research has shown that despite the availability of stronger legislative measures, regulatory processes continue to rely upon supportive responses to incidents of psychological injury arising in the workplace with priority placed on redressing system or management deficiencies. Financial penalties or other punitive options have rarely been pursued. The combination of the barriers to prosecution, even in cases determined on the basis of reasonable probabilities, has meant that the explicit powers for enforcement (as compared to encouraging compliance) have rarely been exercised. As a consequence, there has been little translation of regulatory action to explicit liability for harm done. Further, the separation of workplace health and safety regulatory responses to employing organisations from responses for victims has effectively left many complainants with the limited options of seeking workers' compensation or the challenge of taking individual action against the employer through various courts, commissions and tribunals. Details: Canberra : Criminology Research Advisory Council, 2016. 68p. Source: Internet Resource: Accessed May 11, 2018 at: https://www.researchgate.net/publication/300035306_Prosecuting_workplace_violence_The_utility_and_policy_implications_of_criminalisation Year: 2016 Country: Australia URL: https://www.researchgate.net/publication/300035306_Prosecuting_workplace_violence_The_utility_and_policy_implications_of_criminalisation Shelf Number: 150166 Keywords: Workplace BullyingWorkplace SafetyWorkplace Violence |
Author: Countermeasures Assessment and Security Experts Title: Tools and Strategies for Eliminating Assault Against Transit Operators, Volume 2: User Guide Summary: Tools and Strategies for Eliminating Assaults Against Transit Operators, Volume 2: User Guide provides potential countermeasures and strategies to prevent or mitigate assaults against transit operators. The User Guide includes an operator assault risk management toolbox developed to support transit agencies in their efforts to prevent, mitigate, and respond to assaults against operators. The User Guide also provides transit agencies with guidance in the use and deployment of the vulnerability self-assessment tool and the route-based risk calculator and includes supportive checklists, guidelines, and methodologies. Details: Washington, DC: National Academies Press, 2018. 119p. Source: Internet Resource: TCRP Research Report 193: Accessed June 28, 2018 at: https://www.nap.edu/catalog/25114/tools-and-strategies-for-eliminating-assaults-against-transit-operators-volume-2-user-guide Year: 2018 Country: United States URL: https://www.nap.edu/catalog/25114/tools-and-strategies-for-eliminating-assaults-against-transit-operators-volume-2-user-guide Shelf Number: 150724 Keywords: Assaults Transit Operators Transit Safety Transportation Safety Transportation Security Workplace Violence |
Author: U.S. Department of Transportation. Federal Transit Administration Title: Preventing and Mitigating Transit Worker Assaults in the Bus and Rail Transit Industry Summary: On October 28th and 29th, 2014, the Federal Transit Administration (FTA) Administrator tasked the Transit Advisory Committee for Safety (TRACS) with developing recommendations for FTA on the elements that should comprise a Safety Management System (SMS) approach to preventing and mitigating transit worker assaults. Representatives from state and local transportation agencies, labor unions, research organizations, and national transportation associations worked together to create recommendations for FTA to prevent assaults against transit workers. These recommendations address each aspect of the SMS approach, including policy, risk management, safety promotion, and safety assurance. This report begins by introducing the issue of transit worker assaults and describing the SMS approach and its connections to this report. It then presents TRACS' recommendations regarding protective infrastructure, training, public education, support for transit workers, enforcement, and data collection. Each section includes an introduction, a description of recommendations, and a table analyzing the benefits and costs of each risk control strategy. The recommendations in each section focus on FTA developing and publicizing best practice risk control strategies for transit agencies to prevent assaults. Best practices discussed in this report include: - Installing protective barriers, video surveillance, automatic vehicle location (AVL) systems, and overt or covert alarms on bus and rail transit vehicles; - Training safety‐sensitive employees about how to de‐escalate potentially violent situations, the important of reporting assaults, and the standard agency response to reports of assault; - Educating the public about reporting assaults by conducting public awareness campaigns, providing resources and incentives for passengers to report assaults, and meeting with passengers to discuss strategies for preventing assaults; - Providing support for transit workers by offering psychological support and post‐ incident counseling, responding to every report of assault or other serious incident, and involving transit workers in safety committees; - Enforcing transit agency policy by posting passenger codes of conduct, suspending service for assailants, posting police officers on transit vehicles and property in high‐risk areas, providing legal support for transit workers who file complaints, and collaborating with other agencies and organizations to develop social safety plans and advocate for changes in state and local legislation to better address assaults against transit employees; and - Collecting data regarding the number, location, times, and types of assaults as well as the number, type, and implementation times of each risk control strategy to enable the evaluation of the effectiveness of each strategy and the overall SMS in preventing transit worker assaults. TRACS does not expect every transit agency to adopt every best practice outlined in this report. Rather, transit agencies should conduct cost‐benefit analyses to determine the best combination of risk control strategies to adopt initially and then phase in others as possible. In some instances, however, TRACS feels FTA should take a stronger role in implementing change. For example, TRACS recommends that FTA establish a committee to develop national design standards for physical barriers on new buses. TRACS also recommends that FTA develop minimum training requirements for transit agencies regarding transit worker assaults. In other cases, TRACS recommends that FTA conduct further research. These recommendations include: - conducting further research on protective infrastructure for situations in which the transit workers must leave the bus or rail transit vehicle; - partnering with a transit agency to pilot a program in which the transit agency collaborates with the transit workers' primary care physicians to let them know that the transit workers' occupations involve workplace violence, enabling the physicians to review the transit workers' occupational stress during annual check‐ups; - sponsoring research through the Transit Cooperative Research Program (TCRP) on ways to mitigate the psychological impacts of assault on transit workers; - developing a pilot study to test the viability of collaborating across agencies to suspend transit service for assailants; and - examining the potential negative impacts of suspending service for transit‐dependent assailants. Together, the recommendations in this report represent a comprehensive review of the strategies available to FTA and transit agencies to minimize and prevent assaults against transit workers. By following these recommendations, FTA can promote transit agencies' use of the SMS approach to address the serious problem of assault, thereby providing more safe working conditions for transit workers across the country. Details: Washington, DC: TRACS, 2015. 46p. Source: Internet Resource: Transit Advisory Committee for Safety (TRACS): 14‐01 Report: Accessed July 5, 2018 at: https://www.transit.dot.gov/sites/fta.dot.gov/files/Final_TRACS_Assaults_Report_14-01_07_06_15_pdf_rv6.pdf Year: 2015 Country: United States URL: https://www.transit.dot.gov/sites/fta.dot.gov/files/Final_TRACS_Assaults_Report_14-01_07_06_15_pdf_rv6.pdf Shelf Number: 150773 Keywords: Assaults Transit Operators Transit Safety Transportation Safety Transportation Security Workplace Violence |
Author: Hurve, Karolina Title: Combating unlawful influence in sports: A closer look at harassment, threats, violence, and corruption Summary: This study addresses harassment, threats, violence, and corruption in organised football, ice hockey, basketball, and bandy. The study focuses specifically on unlawful influence, i.e. events where the victim perceives that the purpose was to influence them when exercising their profession. It is a qualitative study that primarily addresses men's sports at the professional level. The study also includes a review of victimisation of sports journalists, sports photographers, and supporter police in connection to their sports-related professional activities. Furthermore, there is an explorative section included in the study that examines whether offences of a more system-threatening nature exist in organised sports. The study is based on 106 interviews with individuals from the above mentioned professions, and others with relevant knowledge and experience. A majority of the respondents have recounted their own experiences of victimisation, primarily regarding harassment and threats. Respondents who have not been victimised themselves have contributed with the knowledge and experience they have obtained through work. In addition, 86 acts from the Swedish Police Authority, the Swedish Economic Crime Authority, and the Swedish Tax Agency have been reviewed. Interviews and reviews of acts have also been complemented with observations from five matches at the men's professional level. Participant observations have been conducted for all sports that are included in the study. Four seminars have been conducted with a reference group comprising participants from all sports studied, TU (Tidningsutgivarna - the Swedish Media Publishers Association), the Swedish Police Authority, and the Swedish Sports Confederation. Details: Stockholm: Swedish National Council for Crime Prevention (Bra), 2018. 10p. Source: Internet Resource: Bra report 2018:5: Accessed July 10, 2018 at: https://www.bra.se/download/18.7c546b5f1628bc786c9eb8/1524037864813/2018_5_Combating_unlawful_influence_in_sports.pdf Full Swedish version is available at: https://www.bra.se/download/18.10aae67f160e3eba6292f21a/1520862981729/2018_5_Att_motverka_otillaten_paverkan_inom_idrotten.pdf Year: 2018 Country: United States URL: https://www.bra.se/download/18.7c546b5f1628bc786c9eb8/1524037864813/2018_5_Combating_unlawful_influence_in_sports.pdf Shelf Number: 150801 Keywords: Sports Corruption Sports Violence Violence in the Workplace Workplace Violence |
Author: Sniffen, Chad Title: Helping Industries to Classify Reports of Sexual Harassment, Sexual Misconduct, and Sexual Assault Summary: Sexual harassment, sexual misconduct, and sexual assault are among the defining issues of our time. The personal stories of survivors have prompted massive challenges to cultural norms, social expectations, and political will around these problems, which we collectively refer to in this paper as sexual violence or unwanted sexual experiences. More than one in three women and nearly one in five men have experienced some form of unwanted sexual experience in their lifetime (Smith et al., 2017). Given the prevalence of sexual violence in this country, customer-serving companies like Uber are facing an imperative to collect, measure, and respond appropriately to complaints of a sexual nature to improve safety in their businesses and beyond. These are age-old, albeit complex, societal problems, but today they exist in an entirely new information environment. Mobile phones and social media make it possible and practical to immediately report experiences of sexual violence to companies, and companies can take immediate action to address such situations. This provides a unique opportunity to gain actionable information about sexual violence, respond appropriately to each claim, and transparently report data to further accountability The question that businesses must answer is not if these issues affect their business, but how their business is affected by them and what they can do to address it. Finding this answer begins by understanding the scope of the problem, carefully measuring it, evaluating response and prevention efforts, and transparently reporting data to drive accountability. Sexual harassment, sexual misconduct, and sexual assault are complex social problems. Although clear to the person harmed, communication about unwanted sexual experiences is often infused with fear, misunderstanding, judgment, cultural norms, and multiple interacting layers of past experiences related to sex and violence. Gaining useful, actionable information about these complex social problems requires consistent data collection methods, trauma-informed perspectives on these experiences, and structured measurement tools. Without data to understand the various ways sexual violence is manifested in the course of business activities, responses will be limited in their potential to address the problem. Details: Harrisburg, PA: National Sexual Violence Resource Center. 2018. 53p. Source: Internet Resource: Accessed March 18, 2019 at: https://www.nsvrc.org/sites/default/files/publications/2018-11/NSVRC_HelpingIndustries.pdf Year: 2018 Country: United States URL: https://www.nsvrc.org/sites/default/files/publications/2018-11/NSVRC_HelpingIndustries.pdf Shelf Number: 155024 Keywords: Sexual Assault Sexual Harassment Sexual Misconduct Workplace Violence |
Author: WorkSafe BC Title: A Workbook for Employers and Workers: Preventing Violence Summary: This workbook can be used as a tool for training workers in violence prevention procedures for the workplace. Details: Vancouver, BC, Canada: WorkSafe BC, 2008. 47p. Source: Internet Resource: Accessed May 30, 2019 at: https://www.worksafebc.com/en/resources/health-safety/books-guides/a-workbook-for-employers-and-workers-preventing-violence?lang=en Year: 2008 Country: Canada URL: https://www.worksafebc.com/en/resources/health-safety/books-guides/a-workbook-for-employers-and-workers-preventing-violence?lang=en Shelf Number: 156087 Keywords: Employee SafetyRobberyShopliftingTheft Workplace SafetyWorkplace Violence |