Violence at Work (UK)

A Policy on Violence at work

A Policy on Violence provides a useful vehicle for management to use to:

• Show recognition of the difficulties being encountered by staff

• Declare shared concern

• Publicly condemn all forms of violence

• Express commitment to tackle the problem

 

Publishing a Policy on Violence also provides for an organisation to:

• Describe kinds of work violence and the dangers

• Raise awareness to the specific problems being encountered at the workplace.

• Confirm to employees that they are not expected to accept or tolerate any kind of violent behaviour.

• Reassure members of the public that everything reasonable and practicable is being done to minimise the risks they face.

• Explain the management 'controls' that are in place and the strategies being employed to minimise the risks.

• Emphasise workers 'personal responsibilities' for safety and health - in particular the requirement to report (safety) concerns and incidents that happen.

• Leave employees and members of the public in no doubt about what constitutes a 'Reportable Incident'

• Caution all employees to be alert

• Set particular goals and targets (e.g. to achieve an overall reduction in the numbers of physical attacks on staff ).

• Clarify conduct expectations of employees - and members of the public

• Define what is unacceptable behaviour

• Set rules governing staff and public conduct.

• Explain the organisation's 'dispute resolution' mechanism that employees and members of the public should use to resolve differences and complaints.

• Detail what action should intially be taken by staff who witness, or are a victim of a 'rule contravention' (e.g. bullying by a supervisor) and what subsequent action the organisation may take.

• Advise staff on how best to react if they feel threatened by the presence or actions of another person.

• Describe the safety procedures for 'serious and imminent' violence

• Make it quite clear that staff are not required to be violent to others in any aspect of the job

• Show 'care and consideration' for workers who become affected, (by making available appropriate 'after-care' provisions, including professional counselling, for any worker in need of such assistance).