Adopting the ANSI/ASIS Standard Workplace Violence Prevention

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Adopting the ANSI/ASIS Standard Workplace Violence Prevention
Adopting the ANSI/ASIS Standard
Workplace Violence Prevention &
Intervention - A Case Study
Glenn Faber, CPP
Dan 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
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•
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•
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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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Definition
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.
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Critical Steps
• 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
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Critical Steps
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•
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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
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Needs Assessment
• 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
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Overview of Facility
• 15-story, multi-tenant, high-rise
(approximately 2,000 people)
• Stamford, CT – City of 125,000
• Within a two block radius:


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
Train Station – 50,000 people daily
Financial District
Mall
Interstate 95
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Developing a Gap Analysis
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•
•
•
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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)
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Line Number
Line Number/Section Number/Reference Description
Section Number
6.2.7
Workplace Violence Standard Reference Page, Paragraph, Line #...
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. 6.2.8d
" "
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Department or Business Unit Completing Form/Stakeholder
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)
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Is the procedure currently in place?/ANSI Current Process
Practice/SBP/SOP
ANSI Is the Procedure Current SBP/SOP
currently in Process Practice
place?
(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)
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Is there a Gap?/Explanation of the Gap
Is there a Gap?
Explanation of the Gap (Yes)
Determine if a special medical record file should be (No)
used in the case of potential workplace violence (Partially) situations. (Yes)
Security Officers may often be the first to a scene and (No)
may not be currently trained to manage conflict (Partially) resolution. A formal conflict resolution or mediation process may (Yes)
not be in place, however, your HR representative may (No)
intervene and help resolve as issues are brought to (Partially)
their attention.
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What needs to be accomplished to meet the Standard?/Status
What needs to be accomplished to meet the Standard?
Need to develop process of record keeping for cases initiated in the Health Center. Status
(Not Started)
(In‐Process)
(Completed)
Specialized training should be made available (Not Started)
through an outside contractor specializing in (In‐Process)
conflict resolution (Completed)
Provide training in conflict resolution with respect to workplace threats
(Not Started)
(In‐Process)
(Completed)
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Will there be a training requirement?/What will be the
procedure to conduct the training?/Who should be trained?
Will there be What could the Procedure Who Should a training be to conduct the be Trained?
requirement?
training?
(EHS)
(Corp. Sec.)
(HR)
(GC)
(Yes)
(No)
Consider developing a formal record keeping program.
(Yes)
(No)
All contracted Guard Force (EHS)
would be required to be (Corp. Sec.)
trained in conflict (HR)
resolution within 6 (GC)
months of being assigned.
(Yes)
(No)
Consider training all applicable personnel in conflict resolution. Consider using outside agency to conduct training.
(EHS)
(Corp. Sec.)
(HR)
(GC)
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Notes/Comments/Target Date/Last
Reviewed/Easy/Moderate/Difficult/Low/Med/High
Notes / Comments
Easy Moderate Last Target Date
Reviewed
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
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Potential Gap Analysis Results
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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
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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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Potential Gap Analysis Results
•
Lack of awareness training –
 Identification of key indicators…Behavioral Changes
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Missing conflict resolution training
Behavioral profiler
 Limited knowledge of existing retainer
 Conducted session between TMT and profiler
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Liaison with PD/FD: floor plans, keys, access cards
Develop a formal Threat Management Team
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Corporate Security
General Counsel
Human Resources
Environment, Health & Safety
Medical Liaison
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Post Gap Analysis
• 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”
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Maintaining the Program
• 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
Awareness + Action = Prevention
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“Vigorous prevention programs, timely
intervention, and appropriate responses by
organizations and their employees will
contribute significantly to a safe and
secure work environment.”
FBI Law Enforcement Bulletin
Workplace Violence Prevention Readiness and Response
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Questions?
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Contacts:
Glenn Faber, CPP
Senior Director, Corporate Security
203-588-8530
[email protected]
Dan Arenovski, CPP
Associate Director, Security
203-588-7057
[email protected]
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