If violence occurs
Rights of defence
First aid or medical assistance
Removal of staff from their work environment
Immediate support
Debriefing
Rehabilitation
Follow-up support
Rights of defence
Workers subjected to unacceptable behaviour have the right to withdraw to safety. Workers do not have the right to retaliate physically or verbally. However, if a person is physically assaulted and there is no way out, they can use reasonable force to defend themselves or another person from assault and injury. The force used should only be enough to ward off an attack.
Unreasonable force may result in the aggressor successfully bringing legal action against the worker. If an assault does occur, filing an incident report for both appropriate administration and the police is vital for future prevention.
First aid or medical assistance
First aid should be provided to any person requiring it following a violent incident in the workplace. First aid providers should not place themselves at risk of violence at any time.
Removal of staff from their work environment
Staff directly affected by a violent attack should be offered the option of removing themselves from their work environment, with time and resources to allow settling of remaining anger or tension. This will limit the further spread of anger, tension or fear to other staff and facilitate return to business as usual. This time can also be used to better assess the requirement for further treatment, counselling, mediation or action by management to reduce episodes of further violence.
Immediate support
Other staff should listen to and assist the victim of violence, providing support and empathy. The victim may also benefit from a colleague to accompany them home, and to stay until other support is available.
The management plan should also include:
- procedures for the victim and others following occupational violence
- victim support and rehabilitation services for employees to help them manage the impact of crisis situations and develop skills for handling violent incidents in the future.
Debriefing
Workers directly and indirectly involved in the incident may benefit from psychological debriefing. The debriefing process may help those involved to assimilate and cope with the event.
Rehabilitation
Workplace Rehabilitation may be required for physical or psychological illness or injury following an incident of occupational violence. The appropriate Rehabilitation Coordinator must be consulted immediately if an injury has possibly been sustained. The Rehabilitation Coordinator will assist with the rehabilitation process and with lodgement of a WorkCover compensation claim as needed.
Follow-up support
Management may also assist with time off, compensation claims and legal assistance to help minimise after-effects. Additional counselling may be required should a court appearance be necessary.
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