Workplace Violence
Threat Assessment Team
Sexual 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
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Defining Workplace Violence
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
Types of Workplace Violence
• Threat
• Domestic
• Vandalism
• Attempted
• Sabotage
• Homicide
• Stalking
• Product
• Physical
• Sexual
Assault
Assault
violence
Homicide
Contamination
• Arson/bombing
• Terrorism
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*ASIS/SHRM Workplace Violence Intervention and Prevention Standard, 2011
Workplace Violence Stats
2 million
87
The number of victims in the
US each year
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 Hospitals
Demographics
From 11 years of data researchers found that 23% of shootings
in the ED occurred from the perpetrator’s taking of a gun from
Security Personnel or Police.
73%
of these shootings occurred in non-rural areas.
The ED and the area around it was the most
frequent location of hospital shootings
.
*IOFM, Security Director’s Report- December 2012
Shootings in Hospitals
Demographics
Most frequent victims are:
1. Perpetrators (45%)
2. Hospital Staff (20%)
3. Patients (13%)
4. Visitors (8%)
5. Security Officers/Police (5%)
*IOFM, Security Director’s Report- December 2012
Shootings in Hospitals
Motivations
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%)
*IOFM, Security Director’s Report- December 2012
Increase in Crime at Hospital’s
2014 Healthcare Crime Survey Results:
Amount of Reported Incidents (Type 1
Violence)
1,437
1,669
2012 Survey
2013 Survey
Amount of Reported Incidents (Type 2
Violence)
2012 Survey
5,464
2013 Survey
5,784
Type 1 Violence
Murder
Rape
Type 2 Violence
Robbery
Aggravated
Assault
Simple Assaults
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 Program
Pre-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
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
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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.”
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
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Definitions 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.
Once you make the assessment…
Communicate your assessment and concern
Investigation will occur on all reports
A risk assessment will be completed by a threat assessment team
Situational classification will occur
Risk Response options will be determined
Generation of a security plan
Case management and documentation
Communicate, Communicate, Communicate!!!
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Crisis Management Team
(AKA Threat Assessment Team)
Core team:
• Law
As needed:
enforcement
• Security
• Human
Personnel
resource managers
• Employee
assistance
counselors
• Mental
• Senior
management
• Legal
• Union
representatives
• Investigators
• Medical
personnel
health professional
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UCLA Resources Available For Help With
Potentially Violent Employee Situations
Health SystemViolence Prevention & Response
Team
Assess risk & interpret warning signs
Develop an action plan for handling potentially
violent situations
Institute safety measures for the campus in violent
situations
Provide 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)8250768
UCPD website: www.ucpd.ucla.edu
Where to go for help: UCLA Sexual Violence
Prevention & Response
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, 310-8250768.

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.
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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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For more information
Bill Dunne
wdunne@mednet.ucla.edu
x77125
Vernon Goodwin
vgoodwin@mednet.ucla.edu
X77098
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