Violence
Work-related violence is any incident in which someone is abused, threatened or assaulted in circumstances relating to their work.
Violence is a threatened or enacted form of harm that can be physical and/or psychological in nature. In a work context it is the most extreme form of unacceptable behaviour. It covers a broad range of behaviours that can create a risk to the health and safety of workers. Incidents of violence can be a singular occurrence or repeated.
It includes:
- verbal assaults or threats, (for example, language that is offensive, degrading, humiliating or discriminatory and which may or may not involve shouting)
- throwing objects
- pushing, shoving, tripping, grabbing
- striking, kicking, scratching, biting, spitting or any other physical contact
- attacking with knives, guns, clubs or any other type of weapon
- intimidating behaviour that creates a fear of violence, such as stalking or sexual harassment, or threatening to do any of the above
- hazing or initiation practices for new or young workers
- gendered violence, where behaviour is directed ay any person or affects a person because of their sex, gender or sexual orientation, or because they do not adhere to socially prescribed gender roles, that creates a risk to health and safety.
In addition to face-to-face physical or verbal behaviour, work-related violence also includes threatening or intimidating behaviour which occurs in writing, via text message, social media or other forms of electronic communication.
In some circumstances bullying behaviour may include elements of violence. An employer of business (known as a person conducting a business or undertaking – a PCBU) should address these physical behaviours separately from other unreasonable behaviour.
Workers can be exposed to work-related violence from a range of sources including:
- organisational such as from colleagues, supervisors/managers and other workers,
- client-related including clients, customers, patients, people in custody, or
- external to the organisation such as members of the public.
Violence or threats of violence
Work-related violence can fall within the scope of various state and federal laws. Physical assault, robbery, sexual assault and threats to harm someone should be referred to NSW Police.
Safe Work Australia has guidance material to help you manage the risks, especially while managing cash in transit.
Preventing and responding to work-related violence
Incidents of violence can result in physical and/or psychological injury and generally arise from:
- the work environment
- the work tasks and how they are carried out
- the way work is designed or managed
The foundation for managing risks resulting in psychological injuries at an organisational level is to manage work-related stress . This stress response is the physical, mental and emotional reactions that occur when a worker perceives the demands of their work exceed their ability or resources to cope. Work-related stress if prolonged and/or severe can cause both psychological and physical injury.
Practical solutions to managing work-related violence can be found in the Preventing and responding to work-related violence guide. The guide outlines PCBU and worker obligations explained in a risk management framework. It also provides information on risk control measures for the physical work environment and security, work systems and procedures, incident response, investigation and notification requirements.
Consultation with workers throughout the risk management process is essential.
Safe Work Australia provides additional national guidance for:
- PCBUs in Preventing workplace violence and aggression,
- Small business advice is also available in Preventing workplace violence and aggression – guidance for small business, and
- Workers in Workplace violence and aggression – advice for workers.
Training for workers and managers on the prevention and management of work-related violence also demonstrates a PCBU’s commitment to managing this hazard. To assist all workers to understand, avoid and manage incidents of work-related violence, an outline of key topics that could be included is provided in the sample work-related violence staff training program below.
Sample work-related violence staff training program
While the actual content of your work-related violence training program will depend on the particular needs of your business and your workers, here are some key things that could be included so workers can understand, prevent and manage incidents of work-related violence:
Topic | Content |
|---|---|
Outline of violence and aggression | The types of identified work-related violence risks, possible sources, causes and triggers |
Overview of possible violence and aggression issues | That are specific to your workplace (for example, clients, alcohol) |
Information on the legal rights of staff and clients | Regarding discrimination, harassment, assault, self-defence and protection of others |
Your workplace policies and procedures on work-related violence | The strategies in place to prevent and control the risks and how to implement these strategies, eg environmental design, workplace design, safe systems of work, operating security devices, reporting mechanisms, responsibilities. |
Dealing with difficult clients, customers and members of staff | The training should include how to recognise the signs of escalating behaviour, the warning signs/situations that may lead to assaults and strategies on how to de-escalate the aggressive behaviour |
What to do during a violent incident | Detail the response action plan for violent situations including availability of assistance; response to alarms; and communication procedures Where practicable, use role-plays to practice this as it is more realistic and enables workers to practice the physical actions that may be needed in extreme situations |
What to do after a violent incident | Include first aid, other impact management, incident reporting procedures, debriefing, counselling, compensation, legal assistance and review of control measures that were in place before the incident to determine what changes can be made to prevent similar incidents. |
Provide training in self-defence | If your business has an unavoidably higher than usual risk of aggression (for example, clients in health and community service organisations) you might provide training in self-defence. It is always preferable to withdraw from a violence situation. Self-defence can be used when the person under attack believes it is life threatening but the response should only be of sufficient force to enable the victim to escape further harm. |
Manager and supervisor training | Participants should have a thorough understanding of all of the above and must be trained in their specific duties |
Family and domestic violence at the workplace
Family and domestic violence can become a WHS issue if the perpetrator makes threats, intimidates or carries out violence on a partner or family member at the workplace. This includes when working from home.
Examples of family and domestic violence can include but is not limited to:
- physical, emotional or psychological abuse
- assault
- sexual assault or other sexually abusive behaviour
- stalking
- threats
- coercion
- repeated derogatory taunts.
How to respond to family and domestic violence in the workplace
Persons conducting a business or undertaking (PCBU) , such as employers, may not know if a worker is experiencing family and domestic violence. It is a worker’s right not to disclose this information to the workplace. Workplace processes which encourage the confidential reporting of hazards while at work will facilitate early identification of possible ways to manage the risk of family and domestic violence.
PCBUs can do the following:
Implement policies and processes
Policies and processes can help everyone understand how incidents of family and domestic violence will be managed in the workplace.
Implement security measures at the workplace
- provide information, training and instruction to workers and managers on the identification and management of family and domestic violence in the workplace
- consider the work environment including access and egress. For example, providing swipe card access to prevent unauthorised entry to the workplace
- consider communication processes including duress alarms at the workplace and when moving between work locations or when travelling for work
- emergency response procedures.
Information for managing family and domestic violence is available in the Safe Work Australia information sheet Family and domestic violence in the workplace.
Resources
Family and domestic violence
Safe Work Australia – Family and domestic violence – information sheet
Cash-in-transit
Cash-in-transit specific information includes:
- the General guide for managing cash-in-transit security risks, which provides information for PCBUs on how to manage cash-in-transit security risks, usually involving armoured or non-armoured vehicle operations
- the Cash-in-transit information sheet, which provides advice for small businesses on managing risks from cash-in-transit activities
- the Guide for handling and transporting cash is directed at businesses handling or transporting cash 'in-house', for example where a worker or business owner transports cash from the workplace to a bank, rather than engaging a security provider for these services.