Workplace violence

In general, there is no accurate data on how many workers experience violence during work. If deaths of workers are recorded fairly well, then cases with a non-fatal outcome, the victims and their employers sometimes do not report at all. And the messages of victims transmitted to the security service of the enterprise / organization may not reach the law enforcement agencies . For example, in North America, violence was the cause of death in the workplace in 1/3 of the cases (1980-1989). And in 2011-2013. about 23-26 thousand American workers were not mortally wounded so that this entailed at least a temporary disability . In the UK , for 1 year, every two hundredth employee needed medical attention due to an attack in the workplace. In 2014, 27% of all cases of violence in Canada were in the workplace ^[3] .

In the US, of workplace killings, about около occurred during a robbery . By profession, among the dead most often met employees of round-the-clock shops, law enforcement officers, security guards, taxi drivers, gas station employees. Also, the high-risk group includes postal employees, ambulance personnel and district doctors , social workers. For example, on average, every psychiatrist was abused once a year. According to the FBI, ~ 80% of all cases of violence in the workplace are criminal attacks on workers ( robbery , etc.) ^[4] . The circumstances that increase the likelihood of becoming a victim of an attack include: work alone; with cash; at night; in public places; and work in high crime areas.

In addition to physical damage to health, an attack can lead to: insomnia , increased consumption of alcohol and / or tobacco , the appearance of aversion to work , to the feeling of weakness, helplessness, stupidity, and other negative psychological consequences ^[1] .

The best way to protect workers from attacks is to prevent them; and collective protective equipment. Unfortunately, the huge variety of working conditions and the nature of the work performed does not allow creating universal recommendations that are suitable for all cases. In general, it is recommended to use an analysis of attacks that occurred earlier (conditions, circumstances, etc.); recommendations of specialists; and guidelines for the prevention of violence against members of a range of professions (if any).

According to the participants of the conference ^[5] , effective prevention can be hindered by the fact that there are no sufficiently specific legislative requirements for the employer; there are not enough good prevention recommendations for different jobs; small companies do not have enough resources to develop and implement preventive measures; and not all employers realize how much they need to deal with this problem.

Example: healthcare providers

According to the Bureau of Labor Statistics, in 2016 in the USA, out of 16890 victims of violence at the workplace (without death), 70% worked in medical institutions and social services ^[6] . For prevention and protection against violence of physicians and social workers, a document was developed ^[7] . When servicing patients prone to violence, it is recommended:

• Use metal detectors to prevent patients (and those who visit them) from carrying knives, firearms, etc. to medical facilities (in Detroit, over six months, metal detectors revealed 33 attempts to carry pistols and 1324 - knives );
• To place patients who are known to be violent (cases in the past, etc.) in separate specialized rooms (in Portland, a computer database of violent patients helped reduce the number of attacks by 91.6%);
• Use doors with locks (not requiring keys) to prevent the movement of potential aggressors; and masked buttons for calling for help (if necessary); restrict access to different rooms to visitors and employees of different categories;
• Strictly restrict access to the premises where drugs containing narcotic substances are stored;
• It is desirable that the layout of the premises always made it possible to exit through at least 2 different exits;
• In some (but not all) cases, the installation of CCTV cameras and bulletproof glasses separating employees and patients helps;
• Equipment that can be used to cause harm (and in which such items can be located - for example, a sterilizer ) should be placed in locked rooms;
• The medical facility should have security personnel adequately prepared for cases of aggressive behavior of patients and visitors;
• At a previously known increased risk - it is recommended to avoid directing employees to the task one by one ("work with a partner").
• There should be good lighting in the rooms and in the parking lot .

Example: night taxis

The analysis of attacks on taxi drivers, and searches for ways to increase their safety, led to:

• The installation of a bulletproof partition separating the driver from the part of the passenger compartment where passengers are seated;
• Placement of hidden cameras and alarms;
• The use of satellite navigation systems ( GPS ) to track the movement of the machine, and facilitate its search when an alarm occurs;
• Minimization of cash payments , and the use of stealth mini- safe for their storage;
• When accepting cash as fare, it is recommended to completely refuse to exchange large bills (passengers are offered to exchange them themselves in another place - for example, at a gas station, etc.); and often take them (for example, at ATMs );
• Improving the illumination of the cabin (so that it is clearly visible what the passenger (s) does;
• With the consent of the owners of the companies organizing the carriage of passengers, spot checks by police can be carried out (if there are grounds);
• They recommend making a latch in the trunk , allowing it to be opened from the inside (in case criminals lock the driver in the trunk);
• Recommendations for drivers have been developed (do not take many passengers at the same time, etc.).

But the transparent bulletproof partition changed the movement of air in the cabin, which led to an increase in the number of colds; and made it difficult to communicate with passengers. It does not fit well with ordinary (not specially designed) cars. During sudden braking, passengers sitting behind the driver may have head injuries when they hit the partition. Some passengers are unhappy that they are filming a video camera.

The absence of 100% security guarantees, especially when working in criminal areas, makes it necessary to consider additional protection measures, for example, the driver’s work with a partner (together in the same car); installation of a device that blocks the opening of doors (passenger compartment) - so that the robbers could not escape.

Example: Convenience stores

In night-time shops , risk factors are: cash acceptance and money exchange; work alone, in isolated places; sale of alcohol; poor lighting (in the store, and nearby, in the parking lot); and insufficient attention to security. To protect workers - as in all other cases - the most effective is not the use of PPE, but the elimination or weakening of the risk factor itself + technical (engineering) protective equipment and organizational measures. What measures can be used depends on the specific circumstances, and for their correct selection it is recommended to conduct “certification / special assessment” of jobs ^[8] . It may include:

• Analysis of data on incidents of violence in recent years (for new stores - data from associations of entrepreneurs for similar stores in the same area can be used) - including the frequency and nature of incidents;
• Have there been any use of firearms;
• How many employees were there during the incident;
• Whether the police were called;
• The location of the store, lighting, the presence of communication systems, alarms - and much more.

Directly to protect workers, they recommend:

• Limit the use of cash payment (for example, over $ 20); and posting well visible notice warning about it; the prohibition to accept payments in large amounts to sellers themselves (but this is not possible if, for example, lottery tickets are sold and winnings are paid on the spot);
• The use of special safes ( drop safe ), allowing you to put cash inside through the gap at the top - without opening; safes that can only be opened at certain times can also be used;
• Restricted access to the premises; selling goods through openings (without buyers entering the store); installation of bulletproof screens between seller and buyer;
• Restriction of access to the territory adjacent to the store (fence), and to the premises; good lighting in the store and in the surrounding area;
• Installation of video recorders to improve the identification of criminals;
• Installation of alarm systems (hidden, or vice versa - loud sound), and the development of clear and specific response plans for an alarm;
• Layout of workplaces so that the employee clearly sees the buyer, and the point of sale is clearly visible - including from the street; vegetation (shrubs, etc.) should not impair visibility;
• When customers enter the store premises - their access there may be limited by using door locks (remote);
• At the front door can be placed some device that attracts the attention of the seller to the arrival of the visitor; as well as elevations above the floor to visually assess the growth of the visitor;
• The place of sale should be well lit and well visible; it is desirable that it be clearly visible from outside the building (for example, from a police car when approaching a store on call);
• Use of curved mirrors to improve visibility;
• In high crime areas, work alone should not be allowed;
• Providing information about the store (floor plans, etc.) to the police; inform her of all cases of violence, even minor ones (threats, etc.); registration and analysis of such information;
• Inclusion of adequately trained guards (when possible);
• Training employees to use protective equipment (alarms, etc.), behavior during an attack;
• Consideration of recommendations of specialists in this field.

According to the Bureau of Labor Statistics , of the 500 people who died due to workplace violence in the United States in 2016, 31% worked in retail trade ^[9] .

Since some cases of violence are associated with the behavior of the organization’s employees themselves, former employees and those with whom they are associated (family members, acquaintances, etc.), some of the recommended preventive measures are aimed at reducing the risk of violence “within the organization”. In particular, it is recommended to take measures to create a normal, healthy atmosphere in the team, in which cases of bullying, blackmail, etc. will be considered completely unacceptable - and declare this as a policy of senior management of the company. Each employee should be informed about the inadmissibility of the use of alcohol and drugs at the workplace, and the carrying of weapons. Prevention actions must be supported by the head of the organization - otherwise they risk remaining only intentions.

When hiring, it is recommended to consider whether the candidate had experience in participating in offenses related to violence; alcohol consumption; drug addiction. Under US law governing non-disclosure of personal data and prohibiting discrimination, the candidate’s mental health status should be considered when hiring; and the fact that people who often change jobs, and (by nature) tend to blame others for their problems, show violence more often. Some companies that do not have the opportunity to report the true reasons for the dismissal of an employee (his violent actions at the workplace) find ways to warn of his potential danger - indirectly, for example: "We have no right to tell you something about this person." When developing preventive measures in the organization, all new employees must be informed about them, and undergo (necessary) training in both safety measures and rules of conduct.

Regarding relations between the employer and employees, the rights of workers established by laws should not be violated (for example, allow unjustified dismissals and fines, and other “provocative” actions). At the same time, in relation to aggressive employees, adequate disciplinary measures should be taken to help prevent violence and to demonstrate to other employees that the company's management actually cares about their safety. Managers and managers should make every effort to create an atmosphere of trust in the team that will promptly receive messages from employees about possible dangers and ways to eliminate them (as ordinary employees are most at risk of violence, and they may be more aware of how this can happen, and that can reduce the risk); and encourage their messages. It is also recommended to conduct surveys of employees , take into account their opinion. If there is a trade union organization , it must support the preventive measures carried out by the employer - because by law, it is he who is obliged to take measures to protect employees. Company management should take into account the racial, ethnic, religious, and cultural characteristics of the people employed. When developing preventive measures, and the presence of a trade union organization (in state and federal organizations), the US Ministry of Internal Affairs recommends involving the union in the very early stages ^[10] .

As a rule, carrying out preventive work in companies with a small number of employees is hampered by the fact that they usually do not have their own security service, few opportunities to inspect newly hired employees, and there are no contacts with lawyers and law enforcement agencies. At the same time, such companies have a significant share of wage workers - which are difficult to protect.

Cases of violence in the workplace affect not only the victims, their relatives, colleagues and employers, but the whole society. Specialists recommend that the police do not “keep forces ready in case of information about the crime” - but use them for prevention. Law enforcement agencies should conduct explanatory work among employers (especially for small enterprises), help them with advice, assist in the development of preventive measures, and maintain contacts. Preventive work should also be carried out with citizens who pose an increased potential danger to others. In the United States, the first “specialized preventive” unit appeared in Los Angeles in 1991.

Recommended action in case an attack has already occurred.

1. Mandatory medical assistance to the victim; for the case of a forensic examination, injuries should be described in detail and (if possible) photographed; scene - kept unchanged until the arrival of the police.
2. If the equipment could be used or damaged during the attack, its serviceability should be immediately checked for subsequent safe operation.
3. In the USA, after conducting an investigation involving all participants, a standard report is sent to the police; and to statistical authorities.
4. Further, victims should not be subjected to any discrimination; and in some cases they receive compensation from the employer.
5. The employer can and should help the victim, if necessary referring him, including to a psychologist / psychiatrist, etc. for a more complete and quick recovery of mental health.

In the standard ^[11] , which is an updated version of GOST 1974 and 1980, workplace violence is not considered at all. It is possible that the use of the Soviet GOSTs as the basis (developed under the conditions of a relatively low crime rate and the state policy of suppressing problems) influenced the actions of the creators of the 2014 RF standard. On the other hand, the standard ^[12] provides an assessment of the risk of violence - for the case of correctional institution, etc.

In 2018, there was no data on the prevalence of violence at workplaces in the Russian Federation (on the websites of Rostrud and Rospotrebnadzor , reports for 2017). Therefore, it is rather difficult to give a full description of the situation in the Russian Federation. However, accounting flaws do not mean that violence is completely absent - the facts suggest the opposite.

• An article ^{[13] was} published in RBC, showing that the labor of slaves (often subjected to violence by employers, including murders) recruited in the capital and regions is widely used in brick factories and farms in Dagestan . Numerous interviews of escaped are posted on the Internet (YouTube and others ^[14] ). To reduce the likelihood of flight, protests, etc., victims are often given alcohol daily (at the expense of the employer). In some cases, local law enforcement officers not only do not impede (criminally punishable, article 127.2 of the Criminal Code of the Russian Federation) practice, but also help return the slaves who have fled to the “masters”. In 2013, the volunteers of the “Alternative” were able to release 103 people.
• Cases of attacks on medical workers in the Krasnoyarsk Territory have become more frequent ^[15] . Until 2012, such cases were single (4-6 per year), and since 2015 there have been dozens of them (recorded: 19 in 2015, and 32 in 2016). Moreover, an insignificant part of the offenses is recorded. The Krasnoyarsk branch of the trade union of health workers sent an appeal to the Legislative Assembly of the Territory (1868 signatures) with a request to tighten responsibility for the attack on health workers; appealed to the Ministry of Health , to the Duma - but so far no changes have been made. In practice (for example, in the case of beatings that did not cause serious harm to health), the initiation of proceedings usually requires the victim to collect evidence himself.

Sometimes there are more unusual cases - and not at all "in the outback."

• Example: in a district court (Moscow)

According to the bailiffs of the Tverskoy district court (Moscow), a lawyer attacked them when the court bailiffs drew up a protocol on an administrative offense. No information was provided on injuries to the bailiffs who had been attacked by a former commando . According to the version of (all) those eyewitnesses who did not work in either the FSSP or the court, the lawyer tried to provide legal assistance to a client accused of a minor administrative offense ^[16] . The bailiffs first prevented this, and then attacked him and hit his head on the safe (the diagnosis of the Sklifosovsky Research Institute was a brain concussion , GKH 15 points) ^{[17] [18] [19]} . The Bar Chamber reacted to the publication in MK (but only to the first ^[17] ), and deprived the victim of the lawyer's status “for the destruction of documents and the use of physical force” ^[20] .

Later, Ren-TV made a story about the attack of the same bailiffs on an elderly disabled woman ^[21]

• Violence
• Harmful production factor
• Zero workplace tolerance
• Workplace mobbing
• Slavery in modern Russia

Internet resources:

• NIOSH . Workplace Violence Prevention for Nurses . Occupational violence - CDC Course No. WB2908 - NIOSH Pub. No. 2013-155 (English) . www.cdc.gov/niosh/ The National Institute for Occupational Safety and Health (NIOSH) (March 28, 2018) . Date of treatment April 11, 2019.
• Occupational Safety and Health Administration . Workplace Violence (Safety and Health Topics ) . www.osha.gov . Date of treatment April 11, 2019.
• National Institute for Occupational Safety and Health . Occupational violence . Workplace Safety & Health Topics . www.cdc.gov/niosh/ . NIOSH (March 28, 2018) . Date of treatment April 11, 2019.

NIOSH Booklet

• NIOSH [2017]. Workplace Violence Prevention Course for Nurses . By Hartley, D. and Webb, S. Morgantown, WV: US Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, DHHS (NIOSH) Publication 2017-114.