Healthcare & OSHA-3148

Healthcare & OSHA-3148

Guidelines for Preventing

Workplace Violence for Healthcare and Social Service Workers

Healthcare Mandate

The above link will take you to the actual OSHA mandate…

Guidelines for Preventing

Workplace Violence for Healthcare and Social Service Workers

Occupational Safety and Health Act of 1970 – This is the MANDATE section revisited

“To assure safe and healthful working conditions for working men and women; by authorizing enforcement of the standards developed under the Act; by assisting and encouraging the States in their efforts to assure safe and healthful working conditions; by providing for research, information, education, and training in the field of occupational safety and health…”

From OSHA “The Mandate on Training”

4. Safety and Health Training

Education and training are key elements of a workplace violence protection program and help ensure that all staff members are aware of potential hazards and how to protect themselves and their coworkers through established policies and procedures. Such training can be part of a broader type of instruction that includes protecting patients and clients (such as training on de-escalation techniques). However, employers should ensure that worker safety is a separate component that is thoroughly addressed.

Occupational Safety and Health Administration

Identify the root causes of the incident. Don’t stop an investigation at “worker error” or “unpredictable event.” Ask “why” the patient or client acted, “why” the worker responded in a certain way, etc.

Training for all workers

Training can: (1) help raise the overall safety and health knowledge across the workforce, (2) provide employees with the tools needed to identify workplace safety and security hazards, and (3) address potential problems before they arise and ultimately reduce the likelihood of workers being assaulted. The training program should involve all workers, including contract workers, supervisors, and managers. Workers who may face safety and security hazards should receive formal instruction on any specific or potential hazards associated
with the unit or job and the facility. Such training may include information on the types of injuries or problems identified in the facility and the methods to control the specific hazards. It may also include instructions to limit physical interventions in workplace altercations whenever possible.

Every worker should understand the concept of “universal precautions for violence”— that is, violence should be expected but can be avoided or mitigated through preparation. In addition, workers should understand the importance of a culture of respect, dignity, and active mutual engagement in preventing workplace violence.

New and reassigned workers should receive an initial orientation before being assigned their job duties. All workers should receive rthe equired training annually. In high-risk settings and institutions, refresher training may be needed more frequently, perhaps monthly or quarterly, to effectively reach and inform all workers. Visiting staff, such as physicians, should receive the same training as permanent staff and contract workers. Qualified trainers should instruct at the comprehension level appropriate for the staff. Effective training programs should involve role-playing, simulations, and drills.

Training topics

Training topics may include the management of assaultive behavior, professional/police assault-response training, or personal safety training on how to prevent and avoid assaults.

Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers

A combination of training programs may be used, depending on the severity of the risk.

In general, training should cover the policies and procedures for a facility as well as de-escalation and self-defense techniques. Both de-escalation and self-defense training should include a hands-on component. The following provides a list of possible topics:

  • The workplace violence prevention policy;
  • Risk factors that cause or contribute to assaults;
  • Policies and procedures for documenting patients’ or clients’ changes in behavior;
  • The location, operation, and coverage of safety devices such as alarm systems, along with the required maintenance schedules and procedures;
  • Early recognition of escalating behavior or recognition of warning signs or situations that may lead to assaults;
  • Ways to recognize, prevent or diffuse volatile situations or aggressive behavior, manage anger and appropriately use medications;
  • Ways to deal with hostile people other than patients and clients, such as relatives and visitors;
  • Proper use of safe rooms—areas where staff can find shelter from a violent incident;
  • A standard response action plan for violent situations, including the availability of assistance, response to alarm systems, and communication procedures;
  • Self-defense procedures where appropriate;
  • Progressive behavior control methods and when and how to apply restraints properly and safety when necessary;
  • Ways to protect oneself and coworkers, including the use of the “buddy system“;
  • Policies and procedures for reporting and recordkeeping;
  • Policies and procedures for obtaining medical care, trauma-informed care, counseling, workers‘ compensation, or legal assistance after a violent episode or injury. Occupational Safety and Health Administration

Training for supervisors and managers

Supervisors and managers must be trained to recognize high-risk situations, so they can ensure that workers are not placed in assignments that compromise their safety. Such training should include encouraging workers

to report incidents and to seek the appropriate care after experiencing a violent incident.

Supervisors and managers should learn how to reduce safety hazards and ensure that workers receive appropriate training. Following training, supervisors and managers should be able to recognize a potentially hazardous situation

and make any necessary changes in
the physical plant, patient care treatment program and staffing policy, and procedures to reduce or eliminate the hazards.

Training for security personnel

Security personnel need specific training from the hospital
or clinic, including the psychological components of handling aggressive and abusive clients and ways to handle aggression and defuse hostile situations.

Evaluation of training

The training program should also include an evaluation. At least annually, the team or coordinator responsible for the program should review its content, methods, and frequency of training. Program evaluation may involve supervisor and employee interviews, testing, observing, and reviewing reports of the behavior of individuals in threatening situations.

ASPP can and will address required training and policy implementation.

Healthcare & OSHA-3148

Healthcare & OSHA-3148 Healthcare Training for Compliance – Mandates and training certification courses for healthcare and social workers as mandated by OSHA.

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