Transcript Document
Workplace Violence Prevention Domestic Violence Sexual Harassment Training goals The purpose of this training is to ensure that all College employees: – know how to keep themselves as safe as possible at work and how to help the College make the workplace safer – understand domestic violence and know how to get help for themselves or others in this situation – know how to avoid causing sexual harassment and how to respond if harassed or a witness of harassment Workplace Violence Prevention Workplace Violence Definition Any physical or verbal assault or threatening behavior occurring where an employee performs any work-related duty in the course of their employment Dealing with risks 1. Change the work environment – physical or work practices – to reduce the risks 2. Provide training to increase competence and confidence in dealing with the risks 3. Address the fear if it is out of proportion to the actual risks A combination may be the best solution Employee rights • To work where risks are reduced as much as is reasonably possible • To report concerns • To have concerns taken seriously • To be provided with appropriate safety measures, equipment and training Employee responsibilities • Ensure familiarity with College policies and procedures relating to workplace violence prevention • Attend appropriate training • Follow all policies and procedures • Report incidents and new risks quickly Employer responsibilities • Assess risks of workplace violence • Prioritize necessary remedial actions • Work through priorities as quickly as resources allow • Provide general training on WPVP to all employees • Provide appropriate specialized training • Monitor and document progress and incidents • Evaluate the effectiveness of the program • Repeat the process annually College zero tolerance policy • Covers conduct that is offensive, intimidating, hostile, abusive • Report above incidents to – Immediate supervisor – Any supervisory employee – Director of Human Resources • College response may include disciplinary action up to termination and involvement of appropriate authorities • Covers injury-producing and/or property damage • If immediate danger, call University Police on 395-2222 • College response may include disciplinary action up to termination and involvement of appropriate authorities Levels of risk • • • • • 15% of violent acts occur in workplace 12% - 25% of workers comp claims due to WPV Over 75% of WPV committed with criminal intent Less than 8% of WPV is worker-on-worker Job related homicides cause 1 in 6 fatal injuries at work in the USA • Highest risk industries: – – – – Taxicab drivers (79 deaths per 100,000 employees p.a. Gas service station employees (13 per 100,000) Convenience/grocery store employees (6 per 100,000) Security services (5 per 100,000) Levels of risk • In NY state, homicide was cause of fewer than 3 deaths per 100,000 population, compared with 28 from accidents and over 330 from cardiovascular disease • Workers are 4 times as likely to be the victim of homicide outside of work as they are in work Risk factors • • • • • • • • • • Contact with the public Exchange of money Delivery of passengers or goods Mobile workplace, eg taxicab Working with volatile or unstable people Working alone or in small numbers Working late at night or during early morning hours Working in high crime areas Guarding valuable property Working in community-based settings Practical tips on staying safe at work Security in the office • • • • • • Visibility Emergency exits Potential weapons Supervised area for visitors Lock away valuables Check elevator for suspicious people Practical tips on staying safe at work Safety outside • • • • Be aware – pay attention to surroundings Walk confidently Conceal valuables Be ready for fight or flight Practical tips on staying safe at work Safety while driving • • • • • Keep valuables out of sight Know your route and neighborhood Stay alert Keep doors locked If bumped, assess situation before getting out of your vehicle Practical tips on staying safe at work Working late • • • • • • • • Keep emergency numbers handy Lock office door when alone Tell someone where you are Keep cell phone charged, on and handy Get escort to car or use buddy system Lock car door when leaving Have car key ready Park under lights Signs of distress • Sudden, significant change in routine • Poorly adapted behaviors • Extreme moodiness, depression, withdrawal, social isolation, extreme lethargy • Disruptive/risk-taking behavior • Forgetfulness/inability to concentrate • Confusion or disorientation • Defensiveness or blaming others for mistakes • Holding grudges • Alcohol or drug dependence • Poor personal hygiene • Increased absences • Excessive activity, talking or signs of agitation • Red or swollen eyes • Sweating when room is not hot Signs of distress in the classroom • Significant changes in behavior – performance, absences, interactions with classmates, dress, personal hygiene • Argumentative, confrontational, antagonistic or highly disruptive behaviors • Falling asleep in class • Repeated requests for special consideration • Unusual or exaggerated emotional responses Signs of crisis • • • • • Hostility, aggression, violence Garbled or slurred speech Loss of contact with reality Suicidal thoughts with plans or methods Homicidal thoughts Call University Police 395-2222 Metro Center/ REOC call 911 Warning signs of individuals prone to violent behavior • History of violent behavior • Makes others feel threatened or uneasy • Frequently argumentative, uncooperative, abusive or easily angered • Poor social skills or social relationships • Feels paranoid, victimized, unfairly treated without reasonable cause • Has irrational beliefs or ideas • Behaves in bizarre ways • Is under significant personal stress • Is suffering from debilitating levels of depression or anxiety • Has problems with drug or alcohol dependence Warning signs of a violent incident • • • • • • • • • Person looks flushed or pale Is sweating Appears restless, agitated, shaking Shows signs of extreme tiredness Looks physically very tense Talks much louder or quieter than necessary Uses abusive or threatening language Glares or avoids eye contact Gets uncomfortably close Reducing the risks • • • • • • • • If threatened, call University police or 911 Seek backup from a colleague Refer students to Student Counseling Service Report incidents with students to Student Behavioral Consultant Team Report concerns to supervisor, HR, EAP Practice good active listening skills Behave in a calm, friendly, helpful manner Get more specialized training if you need it Defusing a threatening situation • • • • • • Stay calm Communicate respect Listen to understand Cooperate Aim for a plan Look after yourself Codes of student social conduct Prohibited: • Violation of any laws • Possession of any weapon, dangerous article or substance with potential to injure • Assault or abuse • Hazing • Intimidation or harassment • Stalking • Disorderly or disruptive conduct Disciplinary process • Complaint filed • Student notified • Preliminary review • • • • Action (minor violations) Formal hearing (serious violations) Sanctions if complaint upheld Appeal process Final sanctions if appeal fails Disciplinary actions • Official warning – verbal or written • Residence hall probation, reassignment or suspension • Conduct probation, suspension or dismissal • Administrative withdrawal Disciplinary actions may be recorded on student’s academic transcript The WPVP risk assessment Risks associated with: • The physical environment • Work practices • Client groups Contributing to the risk assessment • Express thoughts constructively • Listen to others and acknowledge their point of view, even if you disagree • Focus on solutions, not problems • Don’t let disagreement cause distraction • Agree to differ if necessary, and let the advisory team work out a solution • Keep in mind a ‘reasonable person standard’ • Consider likelihood of incident and degree of possible harm when prioritizing Questions? Domestic Violence Alligator River Callum Anna Billy Davy Who is responsible for the situation? Anna Billy Callum Davy the alligator Domestic violence – who is affected? Domestic violence happens between intimate partners, ie who: • • • • Are married or were once married Are living together or lived together in the past Have children together Are dating or have dated in the past Domestic violence victims are usually women, but men can also be victims. It may happen in samesex and opposite-sex relationships Recognizing domestic violence A pattern of behaviors with the goal of controlling and maintaining power over their intimate partner, including: • • • • • • • • • • Coercion and threats Intimidation Emotional abuse Isolation Minimizing concerns Denying bad behavior Blaming others Using children Using male privilege Economic abuse 1 in 4 women in the USA will experience domestic violence at some time in her life Signs of domestic violence • Visible injuries • Illnesses – especially stress-related ones • Problems related to other issues, eg family, alcohol, drugs, mental health issues • Poor work performance or employment history • On-the-job harassment by the abuser The only way to know is to ask. Try: “Is anything happening at home that is causing difficulties?” But be prepared to respond helpfully How to respond helpfully • Educate yourself about domestic violence • Question your own attitudes and beliefs about battered women • Learn how to support someone who is the victim of domestic violence • Be prepared to manage your own feelings about the situation – there’s seldom a quick solution Why doesn’t the victim leave? • • • • • • • • • • She feels powerless or inadequate She fears discovery – getting caught and punished She fears no-one will believe her She’s not sure where to go for help She doesn’t want to take her children away from their home Her immigration status may depend on her husband She fears disapproval or lack of support She feels ashamed The abuser may control all the financial resources She wants the abuse to stop, but doesn’t want the relationship to end And many, many more reasons Where to get help • • • • • Local agencies Office of Human Resources EAP coordinators Union representatives College domestic violence contacts Supporting a victim of domestic violence • • • • • • • • • • • Believe her Listen to what she tells you Build on and encourage her strengths Validate her feelings Avoid victim-blaming Take her fears seriously Offer help Actively support her safety planning Support her decisions, even if you disagree Don’t pressure her to leave Don’t place conditions on your support College responsibilities Employees will be subject to disciplinary actions and referral to appropriate authorities if they: • Use College resources or time to abuse an intimate partner • Commit an act of domestic violence from or at the workplace or from any location while on state business • Use their job-related authority to abuse their victim, or assist perpetrators of domestic violence in locating a victim or in perpetrating an act of domestic violence Personnel policies The College will take appropriate consideration of domestic violence in all aspects of a victim’s work situation, including: • Requests for leave, FMLA and sickness absence • Appointment to a position • Promotion or transfers • Disciplinary cases • Location of work site • Allocation of duties and responsibilities • Termination or voluntary separation • Workplace violence prevention measures • Confidentiality of employee information • Access to benefits Questions? Sexual Harassment The Bank Robbery • • • • • • Firefighter Airline pilot Carpenter Lumberjack Miner Long-distance truck driver Stereotypes • A stereotype is a belief that all members of a particular group share a specific set of characteristics • Stereotypes lead to false assumptions and expectations about individuals, based on their group membership • Stereotypes lead to actions based on these assumptions, which may cause unfair treatment • Stereotypes lead us to think we know someone, while acting as a screen, hiding the real person Helping create a culture where harassment and discrimination is unacceptable Responses to inappropriate comments: • Say ‘Ouch’ • Assume good intentions, explain impact • Talk about specific exceptions • Make the generalization bigger • Name the behavior with humor • Directly challenge the logic • Redirect • Rephrase to make the offensive meaning of the comment explicit Silence implies the behavior or comment is OK Sexual harassment - definition Sexual harassment is a form of sex discrimination. It includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct affects and individual’s employment, unreasonably interferes with an individual’s work performance or creates and intimidating, hostile or offensive work environment Who can be harassed? • The victim and the harasser may be male or female • The harasser may be anyone related to the victim’s work situation • The victim doesn’t need to be the one harassed • Unlawful harassment may occur without economic disadvantage to the victim • The harassers conduct must be unwelcome Perception of harassment Harassment is perceived differently by different people. The College must use the ‘reasonable person standard’ to determine what kind of action is required. Possible actions: – – – – Make the harasser stop Move the harasser away from their victim Move the victim away from the harasser Help the person adjust their level of sensitivity College policy The College is committed to compliance with all state and federal laws which prohibit discrimination in employment, educational programs and services on the basis of • Race • Color • Religion • Sex • Sexual orientation • Age • Disability • Marital status • National origin • Or any other characteristic protected by law College policy The College’s response to confirmed reports may include: – training, referral to counseling and/or disciplinary action up to and including termination • Retaliation for making a report in good faith is prohibited • Deliberately making false allegations will result in disciplinary proceedings • Individuals covered by policy: – Applicants, employees, visitors, third party vendors, consultants and all persons involved in the operation of the College Reporting procedures Supervisors must report all incidents of sexual harassment to the Affirmative Action Officer or the Director of Human Resources, even if the victim would prefer not to report it • Informal reporting procedure – Challenge the harasser – Make an informal report to supervisor, AAO or D of HR • Formal reporting procedure – Make a formal report to supervisor, AAO or D of HR A note on workplace bullying • • • • • • • • • • • Persistent, excessive criticism Frequently shouting at colleagues Ignoring or excluding Sabotaging work of target or taking credit for their success Lying about target’s performance Wrongly blaming target for failures or mistakes Spreading or failing to stop malicious rumors Removing areas of responsibility without justification Making inappropriate personal comments Blocking employment privileges Setting impossible objectives Undermining self-respect Responding to bullies • • • • • • • • Challenge the bully Don’t get drawn into a defensive position Respond calmly, as a rational adult Ask your union representative or Human Resources for support to settle disputes about work performance or duties Look after your health Keep records of incidents of bullying Stand up for others who are bullied Counter false rumors spread by the bully Questions?