2 workplace violence threat assessment team sexual violence
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Workplace Violence Threat Assessment TeamSexual Violence
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Workplace Violence Program
• Outreach Program for Managers, Supervisors, and Employees• Program Tailored to Audience
• Managers and Supervisors receive more education on Human Resources Issues and Staff Focus
• Basic Content Covers:• The Problem, Profile, and Risk Factors of Workplace Violence
• Policy and Prevention
• Assessment of Potential Situations
• Escalation and De-escalation Techniques
• What do you do if the worst case happens?
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Multidisciplinary Approach Created by:
• University of California Police Department
• UCLA Hospital Security Services
• UCLA Health System Human Resources
• UCLA Faculty and Staff Counseling Services
• UCLA Health System Risk Management
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Why have a program? The Problem
Photo from: The Workplace Safety Store
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What is Workplace Violence?
“An action that may threaten the safety of an employee, impact the employee’s physical and/or psychological well-being or cause damage to company property”
- OSHA
A spectrum of behaviors, including overt acts of violence, threats, and other conduct that generates a reasonable concern for safety from violence, where a nexus exists between behavior and the physical safety of employees and others (such as customers, clients and business associates), on site or off site when related to the organization. *
*ASIS/SHRM, Workplace violence Intervention and Prevention Standard, 2011
Defining Workplace Violence
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Types of Workplace Violence
• Threat
• Vandalism
• Sabotage
• Stalking
• Physical Assault
• Sexual Assault
• Domestic violence
• Attempted Homicide
• Homicide
• Product Contamination
• Arson/bombing
• Terrorism
*ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011
Workplace Violence Stats
2 million The number of victims in the US each year
87 The number of injured victims each day in the US
2 The number of victims killed each day in the US
70% The number of reported workplaces with no formal program or
policy to address workplace violence
*ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011
Shootings in HospitalsDemographicsDemographics
*IOFM, Security Director’s Report- December 2012
Shootings in Hospitals
Most frequent victims are:
1.Perpetrators (45%)
2.Hospital Staff (20%)
3.Patients (13%)
4.Visitors (8%)
5.Security Officers/Police (5%)
DemographicsDemographics
*IOFM, Security Director’s Report- December 2012
Shootings in Hospitals
The most common motives are:
1.A grudge (27%)
2.Suicide (21%)
3.Ending the life of an ill relative (14%)
4.Escape attempts by patients in police custody (11%)
MotivationsMotivations
*IOFM, Security Director’s Report- December 2012
Increase in Crime at Hospital’s
Increase in Crime at Hospital’s
2014 Healthcare Crime Survey Results:
Amount of Reported Incidents (Type 1 Violence)
2012 Survey 1,437
2013 Survey 1,669Amount of Reported Incidents (Type 2 Violence)
2012 Survey 5,464
2013 Survey 5,784
Type 1 Violence
Murder Robbery
RapeAggravated Assault
Type 2 Violence
Simple Assaults
Increase in Crime at Hospital’s
Increase in Crime at Hospital’s
TYPE 1 Violence- Violent acts committed by criminals who have
NO connection to the workplace.
TYPE 2 Violence- Violence directed at employees by patients,
clients, family members, etc.
Type 2 Assaults accounted for 75% of all aggravated assaults and 93% of all assaults in the Hospital Survey.
Intimate Partner Violence (IPV)
Risk factors associated with workplace related intimate partner homicides include occupation, time of day and location.Women in healthcare, production, and office/administration suffered the highest proportion of homicide related to IPV.Over half of homicides by IPV occurred in parking lots and publicly accessible buildings.End or beginning of shifts are the most dangerous times.
IOFM, Security Director’s Report – November 2012
Leading Cause of Workplace Homicide for women
Homicides perpetrated by a personal relation (33%) is the 2nd leading cause of workplace Homicide for woman. Of which the vast majority were intimate partners (nearly 80%).
More woman died on the job as a result of domestic violence than at the hands of a client- such as student, patient, or prisoner, or current or former coworker.
IOFM, Security Director’s Report – November 2012
Employer's Role in IPV
The White House noted that “domestic violence affects both the safety of the workplace and the productivity of employees”.
According to a study, the employee assistance program (EAP) frequently fails to identify individuals who abuse or have the potential to abuse their intimate partner.
Employers lose when they hire abusers. Perpetrators’ work performance and productivity are affected because of missing work, showing up late or leaving early, difficulty concentrating, and errors on the job.
• 31 % of abusers took time off work to be abusive to an intimate partner or deal with the aftermath of an abusive incident
• 51 % Thought their job performance was negatively affected during the time of their abuse.
IOFM, Security Director’s Report – November 2012
Violence Is More Likely To Happen In Workplaces That…
Have no company policy
Managers that ignore threats and signs of violence
Fail to screen new employees
Fail to provide training
Terminate employees without due process
Ignore complaints about an employee’s behavior
Create a toxic work environment
Subject employees to frequent change and uncertainty about future
Have inadequate security measures and procedures
Components Of A Workplace Violence Prevention ProgramPre-employment screening
• Our HR Process to include interviews, reference and background checks
Zero-tolerance policy• HS Policy 7313
Appropriate disciplinary procedures• Utilization of HR training for managers and supervisors and seeking assistance from HR on consistency of practice
Grievance procedures• In place
Violence prevention training• System wide role out, years of success
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Components Of A Workplace Violence Prevention Program
Violence prevention training
Employee assistance program
Outplacement services
Security Measures
Access to trained advisors
Crisis Management Team/Plan
HS Policy 7313 – Disruptive Behavior
“The purpose of this policy is to set forth UCLA Hospital System’s need to create and maintain an environment free from intimidating,
disruptive, threatening, bullying and violent behavior.”
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HS Policy 7313
Focus on employee behaviors but can be expanded to behavioral impact of patients and visitors
Defines examples of inappropriate behavior
Outlines specific reporting procedure
Outlines supervisory responsibilities
Discusses available resources
Definitions of inappropriate behaviorDefinitions of inappropriate behavior
Behavior that distracts, interferes with, or prevents normal work functions or activities.
Passive activities such as refusing to perform assigned tasks or quietly exhibiting uncooperative attitudes during routine activities.
Behavior that includes physical threats or actions short of actual contact/injury.
Behavior that includes physical assault, with our without a weapon.
Behavior that creates incidents that are stressful or traumatic that interfere with an individual’s or group of individuals’ ability to effectively function in his/her work environment.
Stalking or the willful, malicious and repeated following of harassing of another employee.
Behavior that distracts, interferes with, or prevents normal work functions or activities.
Passive activities such as refusing to perform assigned tasks or quietly exhibiting uncooperative attitudes during routine activities.
Behavior that includes physical threats or actions short of actual contact/injury.
Behavior that includes physical assault, with our without a weapon.
Behavior that creates incidents that are stressful or traumatic that interfere with an individual’s or group of individuals’ ability to effectively function in his/her work environment.
Stalking or the willful, malicious and repeated following of harassing of another employee.
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Once you make the assessment…
Communicate your assessment and concernInvestigation will occur on all reportsA risk assessment will be completed by a threat assessment teamSituational classification will occurRisk Response options will be determinedGeneration of a security planCase management and documentationCommunicate, Communicate, Communicate!!!
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Crisis Management Team(AKA Threat Assessment Team)
Core team:
• Law enforcement
• Security Personnel
• Human resource managers
• Employee assistance counselors
• Mental health professional
As needed:
• Senior management
• Legal
• Union representatives
• Investigators
• Medical personnel
UCLA Resources Available For Help With Potentially Violent Employee Situations
Health SystemViolence Prevention & Response TeamAssess risk & interpret warning signsDevelop an action plan for handling potentially violent situationsInstitute safety measures for the campus in violent situationsProvide consultation & support to impacted employees and departments
UCLA Violence in the Workplace Threat Assessment Team
UCLA Police Department • CONTACTS: Mark Littlestone (x46881)
Russell McKinney (x47218)
For immediate response: 911
For non-emergency calls: Dispatch (x51491)
• THEIR ROLE: UCLA Police Department participates as a member of the Violence in the Workplace threat assessment team for situations on campus, the Medical Center, and other UCLA sites.
UCLA Violence in the Workplace Threat Assessment Team
UCLA Staff and Faculty Counseling Center
•CONTACTS: Jorge Cherbosque
Nan Levine-Mann (x40245)
•THEIR ROLE:When appropriate, conduct threat assessment of problematic employee and situation
Help managers and supervisors assess risks and interpret warning signs
Provide resources and contact information to use in threatening situations
4 Things To Keep In Mind When Responding To Hostile & Aggressive Situations
Don’t ignore your “gut” feeling
Don’t tolerate or excuse inappropriate behavior even it is infrequent
Don’t dismiss your own safety
Don’t ignore warning signals that a person is about to explode (e.g., clenched fist, increasing facial & body tension, elevated screaming, statements like, “I’m warning you!”)
Additional Resources
Health System Security x77100 or x99100
UCPD Dispatch: (310) 825-1491
Crime Prevention Officer: (310) 825-6111
Center for Women and Men: (310) 825-3945
Staff and Faculty Counseling Center (310) 794-0245
Student Counseling & Psychological Services (310)825-0768
UCPD website: www.ucpd.ucla.edu
Where to go for help: UCLA Sexual Violence Prevention & Response
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Support Services CARE: Advocacy Office for Sexual and Gender-Based Violence and Misconduct is
located on the fourth floor of the Arthur Ashe Student Health and Wellness Center. A confidential advocate is available.
Confidential support, guidance and advocacy for students are available from Counseling and Psychological Services (CAPS), located at the John Wooden Center.
After-hours support is available by calling the 24-hour hotline at CAPS, 310-825-0768.
The office of Student Legal Services also provides confidential assistance to students; you can request an appointment with an attorney on the website or by calling call 310-825-9894.
Staff and faculty can contact the Staff and Faculty Counseling Center for confidential support and guidance, including crisis management.
The Rape Treatment Center at Santa Monica, UCLA Medical Center is also available any time, day or night, to provide confidential support, guidance and advocacy for students, staff, faculty and community members.
Options for Reporting
•UCLA police are available 24 hours a day, seven days a week. Call 9-1-1 for crimes in progress or crimes that have just occurred, or if you have a need for immediate assistance. For non-emergency assistance, call 310-825-1491 or stop by the Police Department at 601 Westwood Plaza.
•The Dean of Students Office takes reports and can initiate disciplinary proceedings.
•The Sexual Harassment Prevention/Title IX office is also available to take reports, conduct investigations, and provide information.
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Questions or Comments
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