776 Preventing Workplace Violence in Healthcare
Glossary
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A
- Accident Report. A comprehensive document used to record details of workplace incidents, such as injuries, accidents, or violent events. It typically includes the date, time, location, individuals involved, and a description of what occurred. The report is a critical tool for employers to analyze incidents, identify contributing factors, and develop strategies to prevent recurrence.
- Assault. Any deliberate act involving physical harm or a credible threat of harm directed at another person. Workplace assaults may include hitting, pushing, or the use of a weapon. These incidents can result in physical injuries, emotional trauma, and legal consequences for the perpetrator.
B
- Bullying. Repeated, intentional behavior meant to intimidate, humiliate, or harm an individual in the workplace. Bullying can include verbal abuse, exclusion, and sabotaging work efforts and may escalate into workplace violence if unchecked.
C
- Client/Patient Surveys. Surveys designed to gather feedback from clients or patients regarding their experiences, interactions, and perceptions of safety. These surveys are particularly valuable in healthcare and service industries, where they can help identify patterns of violence or risks associated with specific clients or patient populations.
- Criminal Mischief. The intentional destruction or defacement of property. In the workplace, criminal mischief may manifest as vandalism, which can escalate into more serious forms of violence. These acts create an environment of insecurity and increase workplace tension.
D
- Disorderly Conduct. Any behavior that disrupts the normal operations of the workplace, such as loud arguments, public intoxication, or physical altercations. Disorderly conduct can be a precursor to violence and often necessitates immediate intervention by security or management.
- Domestic Violence. Patterns of abusive behavior in personal relationships, including physical, emotional, or psychological harm. When domestic violence spills into the workplace, it can pose safety risks not only to the victim but also to coworkers and customers. Employers can support affected employees by offering resources such as Employee Assistance Programs (EAPs) and establishing policies to protect workplace safety.
- Duty to Report. The legal or ethical obligation for employees to report observed or suspected incidents of workplace violence to supervisors or appropriate authorities. This duty ensures that threats or incidents are addressed promptly and effectively, minimizing risks to others.
E
- Employee Surveys. Anonymous or named surveys distributed to employees to gather feedback on workplace safety, incidents of violence, and overall well-being. Insights from these surveys can help employers identify unreported issues and enhance workplace violence prevention strategies.
F
- First Responder. Individuals such as security personnel, police officers, or paramedics who provide immediate assistance during or after a workplace violence incident. Their role is critical in mitigating harm and ensuring safety.
- Forensic Analysis. The detailed investigation of a workplace violence incident using evidence to understand the event's causes and contributing factors. This can include reviewing security footage, witness statements, and physical evidence.
G
- Grievance Procedure. A formal process established by organizations for employees to report conflicts, including potential risks of workplace violence, ensuring issues are addressed systematically and fairly.
- Gun Violence. Acts of workplace violence involving firearms, including threats, assaults, or shootings. Gun violence is among the most severe forms of workplace violence and requires stringent prevention and response measures.
H
- Harassment. Any unwelcome behavior that creates a hostile, intimidating, or offensive work environment. Harassment can be verbal, physical, or psychological, and while not always violent, it has the potential to escalate into workplace violence if ignored or mishandled.
- Hazard Identification. The process of recognizing and documenting workplace conditions or behaviors that pose a risk of violence or injury. This proactive approach is essential for implementing effective controls to ensure safety.
- Hazard Prevention and Control. Measures implemented to mitigate identified risks in the workplace. These include physical barriers, security protocols, employee training, and administrative controls to reduce the potential for workplace violence.
- Hierarchy of Controls. A framework used in occupational safety to prioritize hazard mitigation strategies. It includes elimination, substitution, engineering controls, administrative actions, and personal protective equipment (PPE), listed in order of effectiveness.
- High-Risk Behaviors. Patterns of conduct that indicate a heightened potential for violence, such as frequent outbursts, aggressive language, or refusing to comply with safety protocols. Early recognition of these behaviors is crucial for intervention and de-escalation.
I
- Incident Command System (ICS). A standardized approach to managing emergencies, including workplace violence incidents. ICS enables coordinated response efforts by defining roles, responsibilities, and communication protocols.
- Incident Reporting. The process of documenting and communicating details about workplace violence incidents, including what occurred, when, where, and who was involved. Incident reports are essential for investigation and prevention efforts.
J
- Job Hazard Analysis. A detailed review of workplace tasks to identify potential hazards, including those related to violence. This analysis helps employers develop safer work practices and address risk factors proactively.
K
- Key Control System. A workplace security measure that manages and restricts access to physical keys, reducing the risk of unauthorized entry and violence in sensitive areas.
L
- Larceny. The unlawful taking of property without force or violence. While larceny does not involve direct physical harm, its occurrence in the workplace can contribute to tension and mistrust among employees.
M
- Menacing. Actions or gestures intended to instill fear or intimidation in others. Menacing behavior may escalate into physical violence if not addressed promptly.
- Mitigating Factors. Conditions or actions that reduce the likelihood or severity of workplace violence incidents. Examples include effective conflict resolution, robust security measures, and workplace support programs.
N
- Notification of Risk of Injury. A process where employees are formally informed about potential hazards or risks, including those related to workplace violence. Providing timely notifications ensures that employees can take necessary precautions.
O
- OSHA Form 300. A log mandated by the Occupational Safety and Health Administration (OSHA) for recording workplace injuries and illnesses, including those resulting from workplace violence. This record is essential for compliance and for tracking trends to improve workplace safety.
P
- Parental Notification. The practice of informing the parents or guardians of minors employed in the workplace about incidents of violence or injury involving their child. This communication ensures transparency and appropriate follow-up actions.
- Physical Attack. An intentional act of physical violence, such as hitting, kicking, or using a weapon, directed at another person in the workplace. Physical attacks pose serious safety risks and require immediate intervention.
- Public Lewdness. Indecent or sexually explicit acts performed in a public or workplace setting, potentially contributing to a hostile or unsafe work environment.
Q
- Quiet Quitting. A term describing employees disengaging from work without formally resigning. While not inherently violent, dissatisfaction or conflict underlying such behavior can contribute to a hostile or tense work environment.
R
- Reckless Endangerment. Conduct that creates a significant and unjustifiable risk of harm to others. Examples in the workplace include careless handling of equipment or ignoring safety protocols, which can lead to violence or injury.
- Risk Assessment. A systematic process to identify and evaluate potential hazards in the workplace, including those that may lead to violence, in order to implement appropriate controls.
- Risk Factors. Workplace or individual characteristics that increase the likelihood of violence, such as isolated work conditions, late-night shifts, or high-stress environments. Identifying risk factors is essential for proactive prevention.
- Robbery. The act of taking property through force or intimidation. Robberies that occur in the workplace often involve threats or physical violence, making them a serious safety concern.
- Root Causes. The underlying reasons or contributing factors behind workplace violence incidents, identified through thorough investigation to prevent recurrence. Root cause analysis is critical for long-term safety improvements.
S
- Sex Offenses. Criminal acts involving non-consensual sexual behavior, such as harassment, assault, or exploitation. These offenses can severely impact workplace morale and safety, necessitating strong policies and support systems for affected individuals.
- Sodomy. Unlawful or non-consensual sexual acts, which may be associated with violence or harassment in workplace settings. Addressing such incidents requires a firm commitment to workplace safety and legal action.
- Surface Causes. The immediate and apparent reasons for workplace violence, such as a verbal dispute or a sudden outburst of anger. Surface causes are often symptoms of deeper systemic issues that require thorough investigation to address effectively.
T
- Threat. A communicated intent to inflict harm, either verbally, physically, or in writing. Threats can range from subtle to overt and are a major component of workplace violence. Early recognition and management of threats can prevent escalation into physical violence.
- Training Topics. Key subjects covered in workplace violence prevention training programs. Examples include recognizing warning signs of violence, de-escalation techniques, emergency response protocols, and understanding organizational policies regarding violence.
U
- Unauthorized Access. Entry into restricted areas by individuals without permission, which can increase the risk of workplace violence or security breaches.
- Universal Precautions for Violence. A proactive approach where workplaces assume that violence is always a possibility and implement strategies to reduce risks universally, such as training and security measures.
V
- Verbal Attack. The use of threatening or abusive language directed at another individual in the workplace. Verbal attacks can create a hostile work environment and may escalate into physical confrontations if not addressed.
- Victim. An individual who suffers harm, injury, or emotional distress as a result of workplace violence. Providing support to victims, such as counseling and legal resources, is critical for recovery and maintaining workplace morale.
- Violence. Any act of aggression, whether physical, verbal, or psychological, that disrupts the safety and well-being of individuals in the workplace. Violence can range from minor incidents like verbal altercations to severe events such as physical assaults.
- Violence Hazards. Specific workplace conditions, situations, or behaviors that increase the risk of violence. Examples include working late at night, handling cash, or working in high-crime areas. Identifying and addressing these hazards is essential for creating a safer work environment.
- Violence Prevention Plan. A formal and structured approach designed to prevent workplace violence. These plans often include risk assessments, training programs, emergency response protocols, and a zero-tolerance policy for violence.
- Violent Incidents. Specific events or situations in which workplace violence occurs. Examples include physical altercations, verbal threats, or harassment. Each incident should be documented and analyzed to prevent future occurrences.
W
- Workplace Violence. Acts of aggression or threats that occur in a workplace setting, including physical assaults, verbal abuse, intimidation, or harassment. Workplace violence can stem from various sources, such as coworkers, clients, or external individuals. Organizations are responsible for implementing measures to prevent and respond to such incidents.
- Workplace Violence Program. A comprehensive framework designed to prevent, address, and manage workplace violence. Such programs often include policy development, employee training, reporting mechanisms, and environmental safety measures to reduce risks and support affected individuals.
- Worksite Analysis. A systematic examination of the workplace to identify risks and hazards that may lead to violence. This analysis involves evaluating job tasks, physical layouts, and security measures to develop a safer work environment.
X
- Xenophobia. Discrimination or hostility toward individuals based on their nationality or ethnicity, which can create a hostile workplace environment and escalate into violence if unaddressed.
Y
- Yielding Behavior. De-escalation techniques or compliance actions taken by employees during violent incidents to avoid further conflict or harm. These behaviors can include following instructions or remaining calm during tense situations.