12.7 Workplace Harassment and Violence to Staff – Central Bedfordshire APPP Hub

CQC We Statement

Theme 4 – Leadership: Governance, management and sustainability

We statement

We have clear responsibilities, roles, systems of accountability and good governance. We use these to manage and deliver good quality, sustainable care, treatment and support. We act on the best information about risk, performance and outcomes and we share this securely with others when appropriate.

CENTRAL BEDFORDSHIRE SPECIFIC INFORMATION

Employee Information:

This chapter is a summary of national guidance in this area. If you are employed by / work for Central Bedfordshire Council, you will also need to follow the Council’s code / associated policies and procedures:

1. Introduction
2. What is Violence and Harassment?
- 2.1 Violence
- 2.2 Harassment
3. Further Reading
- 3.1 Relevant chapters
- 3.2 Relevant information

1. Introduction

The Health and Safety at Work etc Act 1974 (HSWA) provides that employers have a legal duty (under this Act) to ensure, so far as it reasonably practicable, the health, safety and welfare of their workers when at work.

Harassment and violence towards staff can have a direct effect on their health and safety. It can also affect standards of work, performance, confidence, morale of all staff.

Staff in roles most at risk are those who:

give a service;
are carers;
in education;
involved in cash transactions;
make deliveries / collections;
exhibit controlling behaviour towards others;
represent authority.

Those committing acts of harassment and / or violence to staff maybe adults with care and support needs, their family or friends or other members of the public or colleagues. Violence and harassment may be a one-off incident, or it can be a pattern of behaviour. These can range from disrespect to criminal offences. A person who commits such acts may be subject to a police investigation and criminal prosecution or other organisational sanctions, such as loss of service.

Managers and staff have a responsibility to abide by the policies and procedures of the service to:

limit incidents of harassment and violence;
respond to them appropriately;
protect themselves and their colleagues;
report the incident(s) to the police with a view to prosecution where appropriate.

2. What is Violence and Harassment?

2.1 Violence

Violence to staff is defined abuse, threats or assaults in circumstances relating to their work. This includes:

verbal abuse, for example: shouting, swearing or insults;
offensive language;
discriminatory or derogatory remarks, for example those which are racist, sexist or homophobic in nature;
obscene gestures;
threats and / or intimidating behaviour;
physical violence and attacks, such as slapping, punching, kicking, spitting, shoving, throwing objects, as well as more extreme violence;
spitting; and
throwing objects.

2.2 Harassment

Harassment is when a person causes alarm or distress to a member of staff; this can result in the victim being put in fear of violence. It can include repeated attempts to communicate with the member of staff, which are clearly unwanted and contact them in a way that the perpetrator expects to cause them distress or fear this could include stalking. If you have experienced this type of behaviour and you are employed by Central Bedfordshire Council, you can find further information on the My Central: Working Here pages.