Traininng.com, Online event
Why you should Attend
OSHA's Duty to Warn Clause essentially states that employers have a duty and responsibility to provide for a safe workplace. Safety and security requires that the employer provides policy, plans and training that support their workplace violence prevention policy.
Proper training supports and reinforces the policy in articulating what's expected by providing information that helps the workforce recognize behaviors and situations that can be mitigated before they escalate.
Knowledge of incidents, circumstances and situations before they contribute to workplace violence is important in managing assumptions and preventing conflict that is fueled by circumstances.
Hasty intervention in the adjudication of incidents, circumstances and situations can conceivably dictate positive outcomes based upon what information is known and reported. Escalation and aggression management only occurs when the person who observed the factors and/or behaviors is in a position to act properly and swiftly without rationalizing the threat.
Managing incidents, circumstances and situations fails to occur because of a lack understanding of what constitutes workplace violence and reluctance in reporting observations before the behavior escalation and confrontations. Managing assumptions by avoiding proper and timely actions provides the employer the early warning and opportunity to take appropriate measures in managing risks.
The objective is to create a culture of understanding around responsible actions that help manage assumptions to avoid escalation and unfortunate negative outcomes.
Areas Covered in the Session
- Manage assumptions by creating fundamental appreciation for situational awareness
- Value of hasty reporting of incidents, circumstances, and situations and observations rather than rationalizing what they see or hear
- Review OSHA's definition of what constitutes workplace violence
- Proactive intervention in managing risks and controlling behaviors from escalating into unmanageable acts of physical and emotional aggression
- Unique factors and contributing behaviors
- Clarifying assumptions through compelling reasoning and logic that supports hasty reporting
- Environmental factors and employee situations that fuels conflict
- Supervisory follow up is essential to limit adverse impact to the employee and workforce
- Instill a workplace ethic and culture based on proactive supervisory intervention
Who Will Benefit
- Administrative Staff