• Understand the definition of workplace violence and its various types (e.g., physical violence, verbal abuse, harassment).

• Identify the importance of WVPP in workplace safety

• Recognize different roles and responsibilities in WVPP implementation

• Learn how to identify risk factors for violence in the workplace.

• Gain skills in de-escalation techniques and conflict resolution.

• Understand emergency response procedures, including evacuation and lockdown protocols.

• Know the steps for reporting and documenting violent incidents.

• Helping to understand our roles and responsibilities around workplace violence.

• Prepare us to address violent incidents and be aware of our rights around Workplace Violence.

^{For questions, contact your program manager or supervisor.}

To keep yourself and others safe please follow these Employee Responsibilities:

• Ensure respectful interaction with colleagues and clients

• Practice De-escalation

• Report all threats or acts of violence immediately.

• Follow appropriate channels to report incidents (supervisor or program manager).

• Cooperate with investigations of violent incidents.

  ^{Staying quit doesn't help the victim.}

• Be familiar with and follow company policies on workplace violence.

  
  

• WVPP Administrator/Director of Operations: Sanjay Sangani

• Senior Program Manager: Josh Cortez

• Clinical Supervisor: Melissa Bernal

  
  

• As a Manager/Supervisor we must stay familiar with the WVPP.

• We must implementing and maintaining WVPP within their departments.

• Ensuring a secure work environment and identifying security risks.

• Providing training and managing security policies.

• Reporting, investigating, and following up on incidents.

• Communicating WVPP to employees and taking all incidents of violence seriously.

• If you or someone you know was threatened mangers must assist in threat assessment and response practices.

• If you notice that something is a hazard to you or your team notify mangers so that they can assess physical and social environments for potential stressors.

All times Managers should;

• Support emergency preparedness and safety initiatives as well as prioritize reports and analyze incident data.

• The office and restrooms are secured via badge access.

• Building Hours: 6 AM - 6 PM, Monday to Friday.

• After-Hours Access: Outside of these hours, building access is restricted.

  
  

Employee Expectations

• Employees must work during scheduled hours unless exceptions are granted.

• Understand that working late hours in a building that has no security guards and low number of bystanders to observe if a situation were to arise, can put you at risk. Stay within your shift cohort.

• All employees are responsible for upholding safety measures by following access protocols, reporting security concerns to managers and ensuring a safe work environment. If you see something, say something.

Managers' Responsibilities:

• Facilitate open, two-way communication about security issues.

• Inform employees about security concerns and updates regularly.

• Address security issues during team meetings and ensure everyone is aware of updates.

  
  

Employee Responsibilities:

• Actively engage in communication with managers about security concerns.

• Participate in security training and meetings.

• Use anonymous reporting channels if necessary to express concerns or hazards.

• Ensure clear communication about any threats or safety issues, contributing to a safer work environment.

Corrective Actions:

• Establish a safety by having lockable doors.

• Procedures for reporting suspicious persons, activities, and packages is to email supervisor or manager about your suspicions with objectivity and exact description.

• Post emergency contact information for law enforcement, fire, and medical services. (Where is the provided in out office?)

• Ensure employees have access to a telephone with an outside line.

• Provide emergency action procedures for employees, supervisors, and management. (Always have a buddy when you are in the field. Find lock office spaces with no visuals to protect work yourself if there is an active shooter and other dangers. )

• Immediate Response: If a hazard is observed in the field, employees should immediately cease work and contact their supervisor for guidance.

• Remove from Danger: If an imminent risk is identified, employees should move to a safe location and notify their supervisor or emergency services if necessary.

• Documentation: Employees must report the incident as soon as possible through the Violent Incident Report, including date, location, and a description of events.

In The Office

• Immediate Response: Prioritize and address high-risk hazards. Remove employees from danger and provide protection for those correcting the hazard.

• Documentation: Record corrective actions in the Violent Incident Report and Incident Log.

• Scenario: If approached or threatened by a stranger during field work, employees should remain calm and attempt to distance themselves from the individual.

• Safety Protocol: Employees should retreat to a nearby safe area or vehicle and immediately contact law enforcement.

• Communication: Employees should notify their supervisor and document the situation through the Violent Incident Report.

• Alert Authorities: Emergency contact numbers (law enforcement, fire, and medical services) should be readily available to employees working off-site.

In The Office

• Evacuation: Employees retreat to a safe room with a lockable door if threatened.

• Alert Authorities: Contact law enforcement using emergency numbers posted in the workplace.

• Report: Document the incident in the Violent Incident Report and assess security measures.

• Scenario: If a customer or client becomes aggressive or threatening, employees should employ conflict de-escalation techniques and, if needed, activate an emergency alarm.

• Control Access: Employees should limit access to the area, retreat to a safe location, and use a mobile device to call for assistance.

• Escape Routes: Ensure employees are aware of safe exit routes when working in field locations.

• Documentation: Employees should notify supervisors immediately and file a report with detailed descriptions of the incident.

In The Office

• Activate Alarm: Call for assistance if threatened by a customer or client.

• Control Access: Lock doors and limit movement to safe areas.

• Escape Plan: Ensure employees know exit routes and evacuate if necessary.

• Report: Document the incident and review security systems for improvements.

• Scenario: If a coworker becomes violent or aggressive in the field, employees should immediately remove themselves from the situation.

• Alert Management: Contact the supervisor or HR department immediately to report the situation and seek guidance.

• Safety Measures: If violence is imminent, employees should seek shelter in a vehicle or safe area until assistance arrives.

• Follow-Up: After the incident, employees should document the event and participate in any necessary debriefings or investigations.

In The Office

• Immediate Action: Remove individuals from the immediate area and secure the workspace.

• Alert Management: Inform supervisors and HR immediately.

• Report & Document: Record the incident and investigate for further action if needed.

• Post-Incident Review: Evaluate communication and security measures for future prevention.

• Verbal Signs: Raised voices, insults, threats, or rapid speech.

• Non-Verbal Signs: Clenched fists, tense posture, pacing, or aggressive body language.

• Emotional Signs: Agitation, frustration, anger, or emotional outbursts.

• Behavioral Signs: Invading personal space, blocking exits, refusal to listen.

• Stay Safe: Prioritize your safety. If you feel threatened, leave the area and call for help.

• Use Calm, Non-Threatening Language: Keep your tone steady, and avoid threatening or confrontational language.

• Be Patient: De-escalation takes time. Allow the individual to express themselves fully.

• Know When to Seek Help: If the situation cannot be de-escalated or feels unsafe, contact security, management, or law enforcement.

Clients may become upset due to frustration or unmet expectations. The goal is to calm them and restore a professional interaction.

• Stay Calm and Composed: Speak in a calm, steady tone. Avoid reacting emotionally.

• Acknowledge Their Feelings: Show empathy with phrases like “I understand you're upset" or "This situation must be frustrating.”

• Maintain a Safe Distance: Keep an arm’s length of space and allow for an exit route.

• Listen Actively: Let the client speak without interruption. Confirm understanding by paraphrasing.

• Offer Solutions: Once they feel heard, offer ways to resolve the issue or ask how you can help.

• Exit if Needed: If the situation becomes unsafe, calmly explain you’ll return with help, then leave and get assistance.

• Stay Calm: Keep a neutral tone and don’t show fear or aggression.

• Set Boundaries: Politely but firmly ask for personal space. “Please step back, I need more space to feel safe.”

• Non-Threatening Body Language: Keep your posture open and hands visible.

• Avoid Confrontation: If the person becomes hostile, calmly say “I need you to calm down” and slowly back away.

• Alert Authorities: If the situation escalates, call law enforcement or security immediately.

• Stay Neutral and Calm: Avoid taking sides or engaging in heated arguments.

• Listen and Validate: Let the coworker speak, acknowledging their feelings with statements like, “I see why you’re upset.”

• Use “I” Statements: Frame your response without blaming. For example, “I feel concerned about how we can resolve this.”

• Offer Solutions: Suggest possible solutions or compromises, such as, “How about we take a short break and revisit this later?”

• Walk Away if Necessary: If the situation escalates, suggest a pause and revisit the discussion after a break.

• Report Serious Issues: If the situation feels unsafe or unresolved, inform your supervisor or HR immediately.

Key Elements to Record:

1. Hazard Assessments: Inspections and corrections of security hazards.

2. Training Records: Documenting employee training on workplace violence.

3. Incident Documentation: Violent incidents and subsequent investigations.

   
   

Why It’s Important:

• Protects employees.

• Ensures compliance with legal requirements.

• Helps identify recurring issues.

• Facilitates program improvements.

Key Information to Record:

• Inspection Details: Who conducted it, when, and where.

• Identified Concerns: Describe the hazard clearly (e.g., unlocked doors, inadequate lighting).

• Corrective Actions: What steps were taken, by whom, and when completed.

Steps for Completing the Form:

1. Observe the work environment for hazards.

2. Document findings and prioritize risks based on severity.

3. Assign corrective actions with clear deadlines.

4. Record the resolution and follow-up.

What to Include:

• Employee Details: Name and job title.

• Training Type: Topics covered (e.g., de-escalation, emergency response).

• Training Dates: Start and completion.

• Trainer Information: Name and qualifications.

Steps to Maintain Records:

1. Use standardized forms for consistency.

2. Update records immediately after each session.

3. Store securely for future reference and audits.

Key Information to Record:

• Incident Details: Date, time, location, and parties involved.

• Incident Type: Based on the four categories of workplace violence (e.g., Type I - Stranger).

• Actions Taken: Immediate response, medical treatment, law enforcement contact, etc.

• Investigation Results: Contributing factors, possible prevention measures.

Steps for Supervisors:

1. Interview all involved parties and witnesses.

2. Document findings on the Violent Incident Report form.

3. Share the completed report with HR and appropriate managers.