Question

Create a Workplace Violence Policy for a Clinic

Directions

This policy should include the following:

• What is the purpose of this policy?
• Policy Elements such as the definition of workplace violence, examples of workplace violence, ie bullying, mental abuse, physical abuse, etc,
• Grievance policy
• Disciplinary consequences

There are templates available online.

Answer 1

Workplace violence policy:

1. Purpose of policy:

• To establish policy against violence in the workplace and its dedication to maintaining a work environment free from intimidation, threats and violent acts.
• To protect worker from any form of physical and mental violence at work place.
• To provide employees with a safe workplace where mutual respect is a given.

2. Elements of policy:

• Definition of workplace violence: Any threatening or aggressive behavior or verbal abuse that occurs in the work setting. or//
• “Workplace violence” refers to physical acts of violence or threats to harm a person or property. Abusive behaviors, whether verbal, psychological or physical, are also considered violence
• Example of workplace violence:

1. Verbal abuse can be using unwelcome, embarrassing, offensive, threatening or degrading language.
2. physical abuse include assault, beating, battery, stabbing etc.
3. Psychological abuse is an act which provokes fear or diminishes a person’s dignity or self-esteem.
4. Sexual abuse is any unwelcome verbal or physical assault.

Examples of violent behaviour among co workers include but are not limited to: Intimidating or bullying others Abusive language, Physical assault, Threatening behavior, Concealing or using a weapon, Sexual or racial harassment

3. Grievance policy:

Any potentially dangerous situations must be reported immediately to your supervisor, Incident Response Coordinator/Team, or the Human Resources Department. Reports of workplace violence may be made anonymously and investigated accordingly. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled and the results of investigations will be discussed with them. The organization will take appropriate action at any indication of a potentially hostile or violent situation.

4. Disciplinary consequences:

1. Verbal warning. Verbal statement to employee that he/she has violated a rule and/or regulation and that such violation may not continue.

2. Written reprimand. Formal notification in writing to employee that he/she has violated a rule and/or regulation.

3. Suspension. Loss of work and wages for a specific number of hours or days, but not for more than one work week, depending on the severity of the offense. Notice of suspension is provided to the employee in writing.

4. Discharge/termonation:The employer/employee relationship is severed.