Page 44 - Security Today, August 2017

Security staff should be empowered to enforce rules and regula- tions regarding workplace violence. They should also be responsible for maintaining close relationships with local law enforcement, rely- ing on them for a rapid response if the situation warrants it. They should record any incidents of workplace violence and report them to the facility’s appropriate departments. Those reports should be tracked to determine if there are noticeable trends and what is being done to address them.
Human Resources should take all incidences of workplace vio- lence seriously and deal with problems immediately—including re- moving staff if that is the issue. HR should also oversee after care follow-up for any individuals involved in an incident.
Procedure. It’s important for healthcare institutions to create poli- cies, procedures and guidelines around workplace violence. Human Resources, risk management, security, senior leadership as well as frontline staff should all provide input to ensure that these programs address the actual safety and security risks of the facility. All policies should also include after-care follow-up for victims.
While it would be impossible to create an exhaustive list of cate- gories for workplace violence that a facility’s policies, procedures and guidelines should address, here are just a few examples.
Domestic violence. Include incidents that occur at staff or pa- tients’ homes as well as at the healthcare facility. The policy should include notifying security and local police (if appropriate), Human Resources and risk management, and requesting a response. It’s im- portant that all parties are notified and that information is shared rather than held by a single department.
In regards to incidents that might involve staff on staff, set ground rules to ensure everyone’s safety. Make it clear that violation of those rules by any staff member will lead to immediate termination.
Workplace violence. Encompass incidents occurring anywhere on hospital grounds whether perpetrated on staff, patients, visitors, or even service providers. Policies should outline the appropriate re- sponse to take and any consequences that will be levied for an inci- dent whether it involves staff visitors, patients, or any member of the healthcare community.
Policies for workplace violence must also include after care follow up for any victims.
Rape and sexual assault. This pertains to events occurring at the facility. The policies and guidelines set for any rape or sexual assault should include immediately reporting the incident to local law en- forcement and the medical facility’s police department. There should also be detailed guidelines established for collecting forensic evidence to support an investigation of the incident.
Active shooter. In addition to having policies and procedures in place for response to an active shooter, healthcare facilities should also institute mandatory annual training of security and staff in ac- tive shooter scenarios. The training should encompass prevention, mitigation, preparation, and response and recovery.
Train security and staff to recognize potential signs of a pending threat and conduct threat assessments. Is an individual more belliger- ent than usual, showing up late for work, insubordinate to supervi- sors, showing signs of depression or rage? Do they have easy access to a weapon or something that could serve as a weapon?
Technology. There is an array of technologies available on the mar- ket today to assist healthcare facilities in improving safety and security. What a facility deems most important to deploy will depend on risk assessment and budgetary considerations. Here are a few options:
Video surveillance. Install IP video cameras in strategic areas to monitor patients, staff and visitors. They can also be deployed in high-risk behavior rooms to enable security to watch more than one patient simultaneously. Add analytics like sound detection to en- hance risk mitigation.
Access control. Use keycards, touchpads and/or biometrics to limit access to specific areas. Create a layered approach to granting entry privileges—becoming progressively more restrictive moving from property perimeter to building perimeter to interior perimeters to highly-sensitive innermost areas where security risks are highest.
Body cameras. These can be issued to security officers, EMTs and emergency department staff.
Staff duress alarms. These can be installed at intake desks and nurses stations or carried on-person (real-time location systems). With preprogrammed cellphones staff can quickly inform security of a volatile situation.
Mass notification systems. These are especially useful for broad- casting messages facility-wide in case of an active shooters or need for immediate emergency evacuation.
Curbing Violence Isn’t a One-and-Done Process
Curbing violence in a healthcare workplace begins with a compre- hensive review of the security measures currently in place. This would include any video surveillance and access control technology current- ly deployed. The next step is to evaluate and review any workplace violence policies to determine whether they are still timely or need to be updated. Security measures, policies and incident reports should be reviewed at least annually.
All staff—police, security emergency department personnel, social workers, psych services, physicians and incoming residence—should be cross-trained on how to respond to workplace violence and active shooter and be required to attend an annual refresher course. They should also attend non-violence crisis intervention training to help them recognize early warning signs of potential violence.
Matching Institutional Vigilance with Personal Vigilance
While risk management is assessing the work environment, for their own safety and security employees should be looking at the work- place with an equally critical eye. Is the lighting adequate? Are there convenient escape routes? Do I have a method to summon assistance? Staff needs to be proactive and pay attention to warning signs. As a matter of course, they also need to report threats from patients, co- workers and others immediately.
Other things an individual can do to help curb workplace violence include:
• Promote respect. Fostering an attitude of respect and consider- ation can often defuse explosive behavior.
• Eliminate potential weapons. Take an inventory of objects that might serve as potential weapons. Remove or secure objects that could be dangerous.
• Know violence response procedures. Learn techniques to help you respond during violent incidents in a way that minimizes injuries. Also have a plan for summoning assistance and moving people out of danger and into safe areas.
• Trust your instincts. Don’t ignore your own internal warning system.
• Work as a team. If you find yourself in a potentially hostile situa-
tion, use the buddy system to extricate yourself.
All employees have a right to a violence-free workplace. By follow- ing these tips, effectively enforcing workplace vio-
lence prevention policies, and training staff how to
recognize and react to violent situations, healthcare
facilities can minimize risks to their patients, staff and visitors and curb violence in their workplace.
Paul Baratta is the business development manager for healthcare for Axis Communications.
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