adopting the ansi/asis standard workplace violence ... 2012-wvpi... · adopting the ansi/asis...
TRANSCRIPT
Adopting the ANSI/ASIS Standard Workplace Violence Prevention & Intervention - A Case Study
Glenn Faber, CPPDan Arenovski, CPP
Goal
Use the ANSI/ASIS Standard as a guide to review, improve and maintain a Workplace Violence Prevention & Intervention Program.
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Agenda
• Definition• Stakeholders• Critical Steps• Needs Assessment / Policy Review• Overview of Facility• Developing a Gap Analysis• Potential Gap Analysis Results• Maintaining the Program
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ASIS Standard
Workplace Violence: A spectrum of behaviors –including overt acts of violence, threats, and other conduct – that generates a reasonable concern for safety from violence, where a nexus exists between the behavior and the physical safety of employees and others (such as customers, clients, and business associates) on-site, or off-site when related to the organization.
Definition
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• Must have buy-in from senior management• Team development (identifying stakeholders)
Security Human Resources General Counsel Occupational Safety & Health Personnel (EHS)
Union Leaders, Employee Assistance Programs,Crisis & Risk Management, Public Relations/Corporate Communications
• Know each stakeholders’ role
Critical Steps
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• Introduction of ANSI/ASIS Standard • Sharing the goals and objectives• Assigning deliverables• Begin each meeting with past deliverables• Keep the momentum
Critical Steps
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• Is there a program and/or policy in place?• Does it meet the minimum of the Standard?• How is it distributed – employee manual,
new employee orientation, on-line training? Employee required to sign to acknowledge
acceptance
Needs Assessment
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• 15-story, multi-tenant, high-rise(approximately 2,000 people)
• Stamford, CT – City of 125,000• Within a two block radius: Train Station – 50,000 people daily Financial District Mall Interstate 95
Overview of Facility
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• Essential step for implementation • Creating a template to fit our needs• Keeping it basic• MS Excel spreadsheet• SharePoint site (with a MS Word copy of
the Standard)
Developing a Gap Analysis
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Line Number/Section Number/Reference Description
Section Number
Workplace Violence Standard Reference Page, Paragraph, Line #...
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6.2.7
6.2.7 Centralized Record Keeping: The workplace violence prevention and intervention program should include a system of centralized record keeping,
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6.2.8d
6.2.8 Continued... d) A conflict resolution or mediation process to assist an organization in addressing normal, work‐related interpersonal tensions and conflicts that might arise among co‐workers.
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6.2.8d " "
Line
Num
ber
Department or Business Unit Completing Form/Stakeholder
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Department or Business
Unit Completing
Form
Who is the Stakeholder
(EHS)(Corp. Sec.)
(HR)(GC)
(EHS)(Corp. Sec.)
(HR)(GC)
(EHS)(Corp. Sec.)
(HR)(GC)
(EHS)(Corp. Sec.)
(HR)(GC)
(EHS)(Corp. Sec.)
(HR)(GC)
(EHS)(Corp. Sec.)
(HR)(GC)
Is the procedure currently in place?/ANSI Current Process Practice/SBP/SOP
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Is the Procedure currently in
place?
ANSI Current Process Practice
SBP/SOP
(Yes)(No)
(Partially)
(Can)(May)
(Should)(Shall)
(Yes)(No)
(Yes)(No)
(Partially)
(Can)(May)
(Should)(Shall)
(Yes)(No)
(Yes)(No)
(Partially)
(Can)(May)
(Should)(Shall)
(Yes)(No)
Is there a Gap?/Explanation of the Gap
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Is there a Gap?
Explanation of the Gap
(Yes)(No)
(Partially)
Determine if a special medical record file should be used in the case of potential workplace violence situations.
(Yes)(No)
(Partially)
Security Officers may often be the first to a scene and may not be currently trained to manage conflict resolution.
(Yes)(No)
(Partially)
A formal conflict resolution or mediation process may not be in place, however, your HR representative may intervene and help resolve as issues are brought to their attention.
What needs to be accomplished to meet the Standard?/Status
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What needs to be accomplished to meet the Standard?
Status
Need to develop process of record keeping for cases initiated in the Health Center.
(Not Started)(In‐Process)(Completed)
Specialized training should be made available through an outside contractor specializing in conflict resolution
(Not Started)(In‐Process)(Completed)
Provide training in conflict resolution with respect to workplace threats
(Not Started)(In‐Process)(Completed)
Will there be a training requirement?/What will be the procedure to conduct the training?/Who should be trained?
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Will there be a training
requirement?
What could the Procedure be to conduct the
training?
Who Should be Trained?
(Yes)(No)
Consider developing a formal record keeping program.
(EHS)(Corp. Sec.)
(HR)(GC)
(Yes)(No)
All contracted Guard Force would be required to be trained in conflict resolution within 6 months of being assigned.
(EHS)(Corp. Sec.)
(HR)(GC)
(Yes)(No)
Consider training all applicable personnel in conflict resolution. Consider using outside agency to conduct training.
(EHS)(Corp. Sec.)
(HR)(GC)
Notes/Comments/Target Date/Last Reviewed/Easy/Moderate/Difficult/Low/Med/High
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Notes / Comments Target DateLast
Reviewed
Easy Moderate Difficult
Low Med High
DISCUSSION 7/30/2012 7/31/2012 M/M
DISCUSSION 7/30/2012 7/31/2012 M/M
DISCUSSION 7/30/2012 7/31/2012 M/M
Potential Gap Analysis Results
• A policy may not meet the Standard • Threats made by any individual are unacceptable• Policy should include all work related activities• Reporting should also include behaviors that generate a
concern• Prohibited conduct includes but not limited to, intent to cause
physical harm, stalking or harassing. Do not limit reporting to immediate supervisors
• Confidentiality should be maintained throughout the investigative process
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Potential Gap Analysis Results
• Domestic Violence• Potential to impact the workplace• Creating a level of comfort• Develop appropriate safety precautions • Employee Assistance Programs may assist and support
victims
• Protective Orders• Include the workplace• Keep it generic• Maintain a copy and a tickler file
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• Lack of awareness training – Identification of key indicators…Behavioral Changes
• Missing conflict resolution training• Behavioral profiler
Limited knowledge of existing retainer Conducted session between TMT and profiler
• Liaison with PD/FD: floor plans, keys, access cards • Develop a formal Threat Management Team
Corporate Security General Counsel Human Resources Environment, Health & Safety Medical Liaison
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Potential Gap Analysis Results
• Disseminating the updated WVPI Policy to employees
• Training considerations Computer module training Live third-party training & exercises
• Rolling-out the program out to the other sites• Site specific needs – corporate headquarters vs.
manufacturing facility• Creating satellite threat management teams• Closing all the “Gaps”
Post Gap Analysis
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• Yearly reviews• Testing and exercises
Continuous improvements
• Ongoing liaison with local Law Enforcement/Emergency Response Personnel
• Quarterly meetings of all TMT members• Annual training for the appropriate colleagues
Maintaining the Program
Awareness + Action = Prevention
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FBI Law Enforcement BulletinWorkplace Violence Prevention Readiness and Response
“Vigorous prevention programs, timely intervention, and appropriate responses by organizations and their employees will contribute significantly to a safe and secure work environment.”
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Questions?
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Contacts:Glenn Faber, CPPSenior Director, Corporate [email protected]
Dan Arenovski, CPPAssociate Director, [email protected]
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