Nurses Under Attack

Nurses Under Attack

Harassment

Harassment is a behavior that is directed towards a person or persons which may be personal or sexual in nature. The individual (s) being harassed find the behavior offensive and unwelcomed. The harassment interferes with the individual's ability to work and contributes to a poisoned workplace environment.

Harassment is:

- abusive
- demeaning
- discriminates under the British Columbia Human Rights Code*
- unwanted

   * The grounds areas against discrimination include - age, race,
       color, ancestry, place of origin, political belief, religion, marital status,
       family status, physical or mental disability, sex, sexual orientation, and, in
       the case of employment, unrelated criminal convictions.

At the Thomspon Rivers University there is an Harassment Prevention Policy. This policy states:

                                It is the policy of TRU that all employees and students have the right to
                                work and study in an environment that asserts and supports their
                                fundamental rights, personal worth and human dignity. Under the B.C.
                                Human Rights Act, every person has the right to freedom from harassment
                                and TRU acknowledges its responsibility in protecting this freedom. TRU will
                                not tolerate harassment in any form and considers it to be a serious offence
                                subject to a range of disciplinary measures.

                                If students, faculty or staff perceive that they have been subjected to
                                harassment they may wish to discuss their concerns and/or file a complaint
                                with the Senior Harassment Advisor.

                                It is within the jurisdiction of TRU to investigate allegations of harassment
                                by members of the University community (i.e.. students, faculty,
                                staff) whether or not the alleged harassment occurred on campus, during
                                working hours or the complainant is a member of the University
                                community.

                                Copies of the TRU Harassment Prevention Policy are available upon request
                                of the Department Chair, Divisional Dean, Director of College and Student
                                Affairs, the Student Society Office and the Harassment Advisor.

Violence

Violence in the workplace has dramatically increased over the past few years. No longer is workplace violence associated with police officers, prison guards, and soldiers. These days, violence can erupt in any workplace surroundings, including hospital settings. In British Columbia, health care workers have been identified as having “the second highest workplace injury rate after loggers” (The Province, Sunday, October 13, 1996). In a 1998/9 a Workplace Violence Study was conducted in Alberta. The study looked a the following 5 forms of violence:

physical assault

threat of assault

emotional abuse

verbal sexual harassment

sexual assault

It was discovered that 46% of the respondents had experienced some form of violence in their last 5 shifts.

Low staffing levels, social problems, and shrinking health care dollars are just a few reasons why hospital environments are becoming more volatile. Additional risks that may put a health care worker at jeopardy for potential abuse may include the following:

(1) Isolated work with clients in examination or treatment activities.

(2) Working alone or in remote locations or night work, particularly in high crime areas.

(3) Long waits in emergency clinic areas and the inability as perceived by clients to obtain needed services.

(4) Allowing the public to move about clinics and hospitals freely.

(5) Poorly lit parking areas.

(6) Hazard of exposure to violent, confused or mentally unstable patients.

(7) Dealing with combative, disoriented, uncooperative patients.

(8) Exposure to workplace violence in rooms not prepared for violent patients:

Moveable furniture that could be used as weapons, or to entrap employees.
Possible items on countertops that could be thrown at workers.

Violence against nurses must not be tolerated. The British Columbia Nurses Union has a Violence Prevention program. Both the Canadian Nurses Association (CNA - Position Statement - Practice) and the International Council of Nurses (ICN) have position statements against Violence. Nurses, employers, government, and nursing organizations must take responsibility for ensuring a safe work environment. Workers' Compensation Board (WCB) has introduced regulations and the Take Care program designed to help prevent incidents of violence in the workplace. Conducting a risk assessment, implementing policies and procedures, and informing workers who are at risk from incidents of violence are just a few steps suggested towards recognition of workplace violence.

The following on-line sources are available for violence in the workplace

Abuse of Nurses by the College of Nurses of Ontario

Violence in the Workplace. A Resource Guide by the Registered Nurses Association of Nova Scotia

Workplace Violence: Can you Close the Door on it? by the American Nurses Association