COMMUNICATIONS and COMMITTEES                                             13-02-011

VIOLENCE PREVENTION COMMITTEE


POLICY STATEMENT.

The Division of Veterans Healthcare Services (DVHS) requires each of the New Jersey Veterans Memorial Homes (VMH) to establish a Violence Prevention Committee and develop a Violence Prevention Program in accordance with P.L. 2007, Chapter 236, the “Violence Prevention in Healthcare Facilities Act”. This Committee and Program shall also adhere to the DMAVA Department Directive, No. 230.80, 29 August 2007, “Violence in the Workplace”.


PURPOSE.

Healthcare workers face a significant risk of job related violence.  The following policy provides a means of addressing workplace violence for all New Jersey Veterans Memorial Homes (VMH) residents, visitors, and employees through the establishment of employer-based violence prevention programs.

The safety and security of personnel, residents, and visitors is of vital importance.  Acts or threats of physical violence, including intimidation, harassment or coercion, which occur on New Jersey VMH property will not be tolerated.  Preventing workplace violence is essential for creating a safe and therapeutic environment for residents, employees and visitors.

This prohibition against threats and acts of violence applies to all persons involved, including but not limited to NJVMH personnel, contract and temporary personnel, residents, and visitors.  A violation of this policy by any individual on NJVMH property is considered gross misconduct and will lead to disciplinary and/or legal action.

No reprisals will be taken against any employee who reports or experiences workplace violence.


DEFINITIONS.

Covered Health Care Facility – means a general or special hospital or nursing home licensed by the New Jersey Department of Health and Senior Services.

Crisis Response Team – means a group of individuals responsible for implementing the Post-Incident Response System that provides an in-house crisis response for employee-victims and their co-workers; individual and group crisis counseling; support groups, family crisis intervention and professional referrals.

Health Care Worker – means an individual who is employed by a covered health care facility.

NJOSH – means the New Jersey Occupational Safety and Health (NJOSH) Act of 1970.

Violence or Violent Act – means any physical assault, or any physical or credible verbal threat of assault or harm against a health care worker. 


PROCEDURE.

  1. Establishment of a “Violence Prevention Committee”.

    1. Violence Prevention Committee Membership:

      1. Chairperson:               Director of Human Resources
        Co-Chairperson:          ACEO-Support Services
        Co-Chairperson:          ACEO-Clinical Services

      2. Other Members:  (50% shall be direct care workers)

        1. Director of Nursing or designee

        2. Instructor of Training / Nursing Educator

        3. Chaplain

        4. Engineer-in-Charge of Maintenance

        5. Director of Social Services

        6. Quality Improvement Coordinator

        7. AFSCME Nurse Aide Representative

        8. CWA Nurse Representative

        9. Local #195 Representative

        10. Ad Hoc

    2. Scheduled Meetings of the Violence Prevention Committee:

      1. Meetings shall be held semi-annually, or as may be needed.

    3. Responsibility of the Violence Prevention Committee:

      1. To develop a detailed, written “Violence Prevention Plan” that”

        1. Identifies Workplace Risks

        2. Provides specific methods to address these risks.

      2. Provides an annual “Comprehensive Violence Risk-Assessment” for the VMH that:

        1. Reviews the VMH’s layout and assesses restrictions;

        2. Reviews the crime rate in the area surrounding  the VMH;

        3. Reviews the VMH lighting;

        4. Reviews communication and alarm devices;

        5. Reviews the impact of staffing levels, including security personnel;

        6. Reviews the presence of individuals who may pose a risk of violence;

        7. Reviews any records relating to violent incidents at the VMH, including:

          1. The NJOSH Log of Work-Related Injuries and Illnesses (NJOSH Forms 300, 300A, and 301) attached here as 13-02-011B, and

          2. Any Workers Compensation Records

      3. Develops expertise among appropriate members of management regarding issues of workplace violence.

      4. Establishes a liaison with local law enforcement and emergency services.

      5. Reviews methods to reduce identified risks, including:

        1. Identification of violence prevention policies;

        2. Specifying methods to reduce identified risks, which may include:

        3. Changes to job design;

        4. Staffing;

        5. Security;

        6. Equipment and facility modifications;

        7. The training of VMH personnel.

    4. Violence Prevention Training – (Annual)

      1. Review the VMH’s policies (43-05.1 Employee Code of Conduct; TAG Policy Letters 07-5 and 01-11; Departmental Directive No. 230.80);

      2. Review verbal and physical techniques to de-escalate and minimize violent behavior;

      3. Teach appropriate responses to workplace violence, including the use of restraining techniques;

      4. Review reporting requirements and procedures;

      5. Review location and operation of safety devices;

      6. Review resources for coping with violence;

      7. Review strategies to avoid physical harm;

      8. Review violence predicting factors;

      9. Review the violence escalation cycle;

      10. Review the use of an inter-shift reporting process to communicate resident or staff concern issues.

  2. Activation of Workplace Violence Prevention Program:

    1. Level I – Workplace Violence:

      1. Defined as attempted or threatened conduct of a person that is likely to endanger the health and safety of a NJVMH employee, resident, or visitor.  This includes threatening statements, harassment, or other behavior that gives an employee, resident, or visitor reasonable cause to believe that their health and/or safety are at risk.

        1. Personnel shall immediately report any level/acts or threats of violence to their supervisor.

        2. Supervisors/Managers:  The responsible manager shall respond to the area and attempt to de-escalate the situation.  If necessary, in-house security and/or the local Police Department shall be called for assistance.  When employees are involved, disciplinary action may be taken as appropriate and in accordance with DD 230.80.  When residents are involved in acts of violence toward staff, the responsible supervisor/manager shall follow the guideline of Appendix B of NJAC 8:39, Standards for Licensure of Long Term Care facilities.

    2. Level II – Workplace Violence:

      1. Defined as physical violence of any type including pushing, shoving, or other conduct of a person that is likely to endanger the health and safety of a NJVMH employee, resident or visitor.

        1. Personnel shall immediately report any Level II acts of violence occurring on facility property to their supervisor and in-house security and the local Police Department, as appropriate.

        2. Local Police Department, as notified, will respond to the area and de-escalate this situation.

        3. Supervisors/Managers: When employees are involved, disciplinary action may be taken as appropriate per DD 230.80.  Again, with residents, nursing supervisors need to follow Appendix B guidelines of NJAC 8:39.

  3. Responsibility:

    1. Facility:

      1. All VMH personnel must refrain from engaging in acts of violence and are responsible for maintaining a work environment free from acts or threats of violence.  All employees shall be held accountable for reporting incidents of violence through appropriate channels.

      2. The Violence Prevention Committee is responsible for the overall implementation and maintenance of the VMH Workplace Violence Prevention Plan.

      3. Managers and supervisors are responsible to ensure that all personnel under their supervision receive Workplace Violence Prevention training.

        1. They are also responsible to report all incidents of violence, investigate, obtain all necessary investigative statements, and proceed, if necessary, with disciplinary action.

  4. Prevention Program for Workplace Security:

    1. The VMH prevention program for workplace security shall include the following:

      1. Regular security and safety assessments of the VMH property.

      2. Adequate security systems including door locks, security windows, physical barriers and restraint systems.

      3. Employee Training.

      4. Effective systems to warn others of a security danger or to summon assistance (i.e., phone system, page system, alarm system).

  5. Medical Management:

    1. Victims of Workplace Violence:

      1. Employees, residents or visitors who have been victims of workplace violence should be referred to the appropriate source for medical care, when needed.

        1. Employees, residents or visitors will be sent to the Emergency Room of the local hospital, as needed.

        2. Referrals may be made for appropriate evaluation, treatment, counseling and assistance both at the time of the incident and for any follow-up treatment necessary, at the discretion of the supervisor/manager and the Violence Prevention Committee.

        3. Appendix B guidelines for the management of inappropriate behavior and resident-to-resident abuse need to be followed for all residents.

        4. For visitors, immediate nursing assessment should be performed, a report filed of the incident, and referral to medical care made as needed.

  6. Recordkeeping Requirements:

    1. Record all violent acts against employees while at work utilizing DMAVA forms “Violence in the Workplace Check List” and “Violence in the Workplace Incident Report Form”, attached here as 13-02-011A, Attachment 1 and Attachment 2.

      1. Records need to be maintained for at least five (5) years following the reported act.

        1. Employees, their authorized representative, and the Department of Health and Senior Services have access to these records.

      2. The record shall include the following information:

        1. The date, time, and location of the incident.

        2. The identity and job title of the victim, and any additional victim’s
          names.

          1. Victims’ identity shall not be included if entered on the Occupational Safety and Health Administration Log of Work Related injuries and illnesses (OSHA Form 300).

        3. State who committed the action – employee, resident or visitor.

        4. State the nature of the violent act and whether a weapon was used.

        5. Description of physical injuries, if any.

        6. The number of employees in the vicinity when the incident occurred and their actions in response to the incident, if any.

        7. Actions by the facility in response to the incident.

     

  7. Establishment of a Post-Incident Response Team:

    1. An in-house Crisis Response Team for employee-victims and their co-workers will consist of the following:

      1. Chaplain

      2. Social Service Department

      3. Director of Nursing

    2. Outside Referrals for employee-victims will be made to the:

      1. Employee Advisory Services

    3. Services provided/referrals:

      1. Individual and group crisis counseling which may include:

        1. Support Groups

        2. Family Crisis Intervention

        3. Professional referral

    4. Retaliatory Action Prohibited. No retaliatory action shall be taken against any health care worker for reporting violent incidents.

Revised:   April 2011

« Communications/Committees Table of Contents