2. Workplace Violence
Newfoundland & Labrador Workplace Violence Definition:
“… the attempted or actual exercise by a person, other than a
worker, of physical force to cause injury to a worker, and
includes threatening statements or behaviour which gives a
worker reason to believe that he or she is at risk of injury.”
(OHSR, s. 22)
McManis & Monsalve Associates 2
3. • Threatening behaviour
• Verbal or written threats
• Harassment
• Sexual harassment
• Verbal abuse
• Physical assault
McManis & Monsalve Associates
Types of Workplace Violence
Source: www.redcross.ca/protectionlegislation
3
4. • Toronto Star (Jan. 19, 2015) Ministry of Labour
investigating alleged attack on CAMH nurse
• CBC (Jan. 8, 2015) Jian Ghomeshi case: Ex-CBC
employee among complainants in new sex assault
charges
• Vancouver Sun (Dec. 5, 2014) Most people don't
report sexual harassment in workplace: Poll finds
• Evening Telegram (Oct. 15, 2013) 2 dead in
shooting at Villa Nova Plaza in Conception Bay
South
McManis & Monsalve Associates
Recent Headlines
4
5. • Nearly 20% (1 in 5) of all incidents of violent
victimization, including physical assault, sexual assault
and robbery, occurred in the victim's workplace
• 71% of the workplace violent incidents were classified
as physical assaults.
• Men and women were equally likely to have reported
experiencing workplace violence.
• 27% of incidents involving male victims resulted in
injuries, compared with 17% of those involving female
victims.
McManis & Monsalve Associates
Situation in Canada
Source: http://www.ccohs.ca/headlines/text200.html 5
6. Federal
• Canada Labor Code Part II*
• Criminal Code of Canada Part VIII (Offences against persons)
• Personal Information Protection & Electronic Documents Act
(PIPEDA)
• Youth Criminal Justice Act
Provincial
• Occupational Health & Safety Act / Regulations*
• Employer’s Liability Act
• Fatal Accidents Act
• Workplace Health, Safety & Compensation Act
McManis & Monsalve Associates
Legislation & Regulations
6
7. Management
• CLC Part II Sec. 124
• Every employer shall ensure that the health and safety at work of
every person employed by the employer is protected.
• CLC Part II Sec. 125 outlines specific duties of the employer.
Employees
CLC Part II Sec. 126
Follow prescribed procedures with respect to the health and safety
of employees.
Comply with all instructions from the employer concerning the
health and safety of employees.
Ont Ministry of Labour.mp4
McManis & Monsalve Associates
Roles & Responsibilities
7
8. • Changes in behaviour
• Anger problems
• Change in appearance / Personal hygiene
• Personal problems (financial, marital, health)
• Talking about violence
• Suicide or Homicidal ideation
• Stalking / Infatuation / Harassment
• Non-compliance and disciplinary problems
McManis & Monsalve Associates
Behavioural Indicators
8
9. • Strange and aberrant behavior (Bully-like)
• Paranoia
• Violence and cruelty
• Acting out / Inappropriate responses
• Police contact
• Mental health history related to being
dangerous
• Expressionless face
McManis & Monsalve Associates
Behavioural Indicators (Continued)
9
10. • Unusual interest in police/military/terrorism
activities and materials
• Use of alcohol/drugs
McManis & Monsalve Associates
Behavioural Indicators (Continued)
10
11. • On-going or chronic labor/management issues
• Frequent grievances or unfair labor claims against the
company
• Unusually high number of frivolous claims for work-related
injuries
• Employees routinely working excessive overtime
• Excessive demands placed on employees
• Large number of overstressed employees
• A very rigid or overbearing management style
• Employees who feel they are not treated with dignity or
respect
McManis & Monsalve Associates
How Do I Determine If My Workplace Is
At Risk ?
11
12. • Contact with the public
• Exchange of money (with the public)
• Delivery of passengers, goods or services
• Having a mobile workplace such as taxicab or police cruiser
• Working with unstable or volatile persons in healthcare, social
service, or criminal justice settings
• Working alone or in small numbers
• Working late at night or during early morning hours
• Working in high-crime areas
• Guarding valuable property or possessions
• Working in community based settings
McManis & Monsalve Associates
Are My Employees More Susceptible Because
of the Work They Do?
12
13. • Assess your work environment.
• Pay attention to the warning signs
• Promote respect
• Eliminate potential weapons
• Know your violence response procedures
• Use a team approach
• Educate personnel
• Background Checks
• Trust your instincts
McManis & Monsalve Associates
Prevention Tips
13
14. • Review environmental and administrative controls
• Local crime rate records and statistics
• Establish and evaluate violence-prevention programs
• Prescreen job applicants by conducting background checks
• Establish procedures for disciplining and firing employees
• Mandate workplace violence staff education and training
• Report workplace violence
• Educate supervisors that all suspicious behavior and reports of
workplace violence be taken seriously and thoroughly
investigated.
McManis & Monsalve Associates
Prevention Tips (Continued)
14
15. McManis & Monsalve Associates
Developing a Workplace Violence
Prevention Program
15
Risk
Assessment
Develop
Preventive
Measures
Emergency
Response
Plan
Workplace
Violence
Awareness
Training
Report &
Investigate
Workplace
Violence
Provide
Victim
Support
Conduct
Incident
Follow-up
Conduct
Program
Review /
Audits /
Surveys
Use
Community
Resources
START
16. McManis & Monsalve Associates 16
Framework for Workplace Violence
Prevention
System /
Province
Workplace
Violence
Laws &
Systems
Safety
Agency /
Facility
Customers/
Patients
Human
Resource
Policies
Safety
Resources
& Plans
Work Envir. /
Security
Training /
Experience
Safety Climate
Management
Style / Work
Organization
Offenders
Patients /
Visitors / Co-
workers
Spouses /
Ex-spouses
Criminals
Injury
Lost
Work
Time
Management Commitment / Employee Involvement & Commitment
Occupational, Health & Safety Committee
Positive Safety Culture
Hazard/Risk Assessment (on-going)
Surveillance / Benchmarking / Metrics
Employee Surveys / Incidents involving
Police
Hazard / Risk Controls
(Linked to Threat, Risk & Vulnerability Assessment)
Policies & Preparedness
Proper Investigation & Post Event Support
Criminal Prosecution (if req’d)
17. • Canadian Centre for Occupational Health & Safety
http://www.ccohs.ca
• Canadian Red Cross: www.redcross.ca
• Workplace Safety & Prevention Services:
http://www.wsps.ca/Home.aspx
• Service Newfoundland
http://www.servicenl.gov.nl.ca/ohs/alerts/workplace_violence_
prevention.pdf
• NL Public Service Secretariat
http://www.exec.gov.nl.ca/exec/hrs/employee_health_and_saf
ety/vp_resource_guide.pdf
McManis & Monsalve Associates
Resources
17
18. William C. Malone, CFE
Director of Global Risk Services
McManis & Monsalve Associates Inc.
St. John's, Newfoundland
Canada
Tel: (814) 454-4000 Ext: 309
Cell: (613) 875-0371
Email: wmalone@mcmanis-monsalve.com
Website: www.mcmanis-monsalve.com
THANK YOU
18
Editor's Notes
Threatening behaviour - shaking fists, damaging or destroying property, throwing objects, stalking, pranks, anger-related incidences.
Verbal or written threats – expressing intent to inflict physical harm or threatening a person’s position, job, promotion or property.
Harassment – discrimination-based behaviour that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known to be, or would be expected to be, unwelcome.
Sexual harassment – words or actions that cross another person’s sexual boundaries.
Verbal abuse - swearing, rumours, insults and condescending language.
Physical assault – hitting, shoving, pushing, punching, kicking, attempted murder
CAMH - Centre for Addiction and Mental Health
CBC – Numerous allegations of sexual harassment and sexual assault / Work place related.
Sexual harassment under reported in the workplace. (Reasons: Fear, jeopardizing future opportunities and promotions, stigma)
Series of hospital shootings in US
Shooting at Parliament Buildings in Ottawa. (Boston, El Paso, Philadelphia)
Statistics come from the Canadian Centre for Occupational Health & Safety.
It’s EVERYONE’S RESPONSIBILITY!!!!!
Behavioural Changes – e.g. Extrovert to introvert
Angers easily and more frequently
Doesn’t care about his/her appearance
Personal issues – bankruptcy, divorce, substance abuse
Violence – Openly speaking about violence and violent incidents
Unwanted attention towards others (Criminal Harassment)
Continued disciplinary issues
Aberrant behaviour: Deviating from what is considered proper or normal.
Social media is playing a greater role in perpetuating some of the behaviours and/or activities.
Does your organization have a social media policy?
This list only describes Internal Factors (Not an exhaustive list).
External Factors – Former employees, marital breakdown, child custody battles, bankruptcies, mental illness.
Workplace assessment – Internal and External
IMPORTANT: Trust your instincts
COMMUNICATION IS KEY!!!!
"Never neglect details. When everyone's mind is dulled or distracted the leader must be doubly vigilant.” - Colin Powell
Reference checking versus Employment Verification
REPORT !!! … All employees are duty bound to report. ZERO TOLERANCE
EAP Programs
Have all employees review the workplace violence and harassment policy and sign off on it. They will not be able to plead ignorance if anything occurs.
Risk Assessments are ongoing. … They need to constantly adapt.
It’s not “If” an incident will happen, it’s “when”. Employees must get away from an “If / Then” mentality to a “When / Then” mentality. This type of attitude builds resilience in employees and organizations.
Public Service Commission of Canada – Reference Checks
http://www.psc-cfp.gc.ca/plcy-pltq/guides/checking-verification/index-eng.htm#toc20
