ANSI WVPI.1-2011 Workplace Violence Prevention and Intervention.pdf

1、Workplace Violence Prevention and InterventionASIS INTERNATIONAL STANDARDAMERICAN NATIONAL1625 Prince StreetAlexandria, Virginia 22314-2818 USA+1.703.519.6200Fax: +1.703.519.6299www.asisonline.orgASIS/SHRM WVP .1-20111800 Duke StreetAlexandria, Virginia 22314USAPhone US only: +1.800.283.SHRMPhone In

2、tl: +1.703.548.3440Fax: +1.703.535.6490www.shrm.orgIASIS/SHRM WVPI.1-2011 an American National Standard WORKPLACE VIOLENCE PREVENTION AND INTERVENTION Approved September 2, 2011 American National Standards Institute, Inc. ASIS International and the Society for Human Resource Management Abstract This

3、 Standard provides an overview of policies, processes, and protocols that organizations can adopt to help identify and prevent threatening behavior and violence affecting the workplace, and to better address and resolve threats and violence that have actually occurred. This Standard describes the pe

4、rsonnel within organizations who typically become involved in prevention and intervention efforts; outlines a proactive organizational approach to workplace violence focused on prevention and early intervention; and proposes ways in which an organization can better detect, investigate, manage, and w

5、henever possible resolve behavior that has generated concerns for workplace safety from violence. The Standard also describes the implementation of a Workplace Violence Prevention and Intervention Program, and protocols for effective incident management and resolution. ASIS/SHRM WVPI.1-2011 ii NOTIC

6、E AND DISCLAIMER The information in this publication was considered technically sound by the consensus of those who engaged in the development and approval of the document at the time of its creation. Consensus does not necessarily mean that there is unanimous agreement among the participants in the

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19、 of the copyright owner. Copyright 2011 by ASIS International (ASIS) and the Society for Human Resources Management (SHRM) ISBN 978-1-934904-15-2 ASIS/SHRM WVPI.1-2011 iii FOREWORD The information contained in this Foreword is not part of this American National Standard (ANS) and has not been proces

20、sed in accordance with ANSIs requirements for an ANS. As such, this Foreword may contain material that has not been subjected to public review or a consensus process. In addition, it does not contain requirements necessary for conformance to the Standard. ANSI guidelines specify two categories of re

21、quirements: mandatory and recommendation. The mandatory requirements are designated by the word shall and recommendations by the word should. Where both a mandatory requirement and a recommendation are specified for the same criterion, the recommendation represents a goal currently identifiable as h

22、aving distinct compatibility or performance advantages. ASIS International and the Society for Human Resource Management collaborated in the development of the Workplace Violence Prevention and Intervention Standard. About ASIS ASIS International (ASIS) is the preeminent organization for security pr

23、ofessionals, with more than 37,000 members worldwide. ASIS is dedicated to increasing the effectiveness and productivity of security professionals by developing educational programs and materials that address broad security interests, such as the ASIS Annual Seminar and Exhibits, as well as specific

24、 security topics. ASIS also advocates the role and value of the security management profession to business, the media, government entities, and the public. By providing members and the security community with access to a full range of programs and services, and by publishing the industrys No. 1 maga

25、zine Security Management - ASIS leads the way for advanced and improved security performance. The work of preparing standards and guidelines is carried out through the ASIS International Standards and Guidelines Committees, and governed by the ASIS Commission on Standards and Guidelines. The Mission

26、 of the ASIS Standards and Guidelines Commission is to advance the practice of security management through the development of standards and guidelines within a voluntary, nonproprietary, and consensus-based process, utilizing to the fullest extent possible the knowledge, experience, and expertise of

27、 ASIS membership, security professionals, and the global security industry. About SHRM The Society for Human Resource Management (SHRM) is the worlds largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs o

28、f HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. SHRM is designated by the American National Standards Institute (ANSI) as the standards developing organ

29、ization for human resource management and serves as the administrator overseeing the development of national-level HR standards. SHRM is also an international standards developing organization, as recognized by the International Organization of Standardization (ISO) through the creation of the ISO T

30、echnical Committee (TC) 260 for Human Resource Management. In pursuit of this effort, SHRM is the administrator of the US Technical Advisory Group (US TAG), the body representing the US perspective in global HR standards development efforts. Visit SHRM Online at www.SHRM.org to learn more. Suggestio

31、ns for improvement of this document are welcome. They should be sent to ASIS International, 1625 Prince Street, Alexandria, VA 22314-2818. Commission Members Jason L. Brown, Thales Australia Charles A. Baley, Farmers Insurance Group, Inc. ASIS/SHRM WVPI.1-2011 iv Steven K. Bucklin, Glenbrook Securit

32、y Services, Inc. John C. Cholewa III, CPP, Mentor Associates, LLC Cynthia P. Conlon, CPP, Conlon Consulting Corporation Michael A. Crane, CPP, IPC International Corporation William J. Daly, Control Risks Security Consulting Eugene F. Ferraro, CPP, PCI, CFE, Business Controls Inc. F. Mark Geraci, CPP

33、, Purdue Pharma L.P., Chair Bernard D. Greenawalt, CPP, Securitas Security Services USA, Inc. Robert W. Jones, Socrates Ltd. Michael E. Knoke, CPP, Express Scripts, Inc., Vice Chair John F. Mallon, CPP, Mallon outlines a proactive organizational approach to workplace violence focused on prevention a

34、nd early intervention; and proposes ways in which an organization can better detect, investigate, manage, and - whenever possible - resolve behavior that has generated concerns for workplace safety from violence. In particular, the Standard discusses the implementation of a Workplace Violence Preven

35、tion and Intervention Program, and protocols for effective incident management and resolution. This Standard is meant to serve as a tool and resource that organizations of any size can use to evaluate, develop, and implement policies, structures, and practices related to workplace violence. The requ

36、irements and recommendations remain at a generic level, with the expectation that organizations undertaking to implement prevention and intervention strategies will integrate specificity and detail as appropriate for their organization. The Standard reflects a majority consensus among professionals

37、from disparate disciplines (including security, human resources, mental health, law enforcement, and legal arenas) regarding practices viewed as effective, recommended, and in some cases essential through work in this field. In many ways, this Standard will help organizations to discharge important

38、legal responsibilities related to their need to maintain a safe workplace; it is not intended, though, to set or define new legal obligations. This Standard is applicable to any organization that chooses to establish, implement, maintain, and improve upon: (1) A Workplace Violence Prevention and Int

39、ervention Program. (2) A Threat Management protocol. (3) Practices that can assist the organization in effectively managing post-incident issues. 2 NORMATIVE REFERENCES The following documents contain information which, through reference in this text, constitutes foundational knowledge for the use o

40、f this American National Standard. At the time of publication, the editions indicated were valid. All material is subject to revision, and parties are encouraged to investigate the possibility of applying the most recent editions of the material indicated below. ASIS/SHRM WVPI.1-2011 2 ASIS Internat

41、ional. (2005). Workplace Violence Prevention and Response Guideline 3 DEFINITIONS The following words or terms are defined below as they will be used throughout this Standard: 3.1 Can/may/should/shall: “Shall” denotes requirements of the document; it is used to indicate requirements strictly to be f

42、ollowed in order to conform to the document. “Should” denotes recommendations; it is used to indicate that among several possibilities, one is recommended as particularly suitable, without mentioning or excluding others, or that a certain course of action is preferred but not necessarily required, o

43、r that (in the negative form) a certain possibility or course of action is deprecated but not prohibited. “May” denotes permission; it is used to indicate a course of action permissible within the limits of the document. “Can” denotes possibility and capability; it is used for statements of possibil

44、ity and capability, whether material, physical, or causal. 3.2 Case Management: See Incident Management. 3.3 Case Management Team: See Threat Management Team. 3.4 Employee Assistance Program (EAP): An employee benefit involving mental health counseling offered by some employers, typically in conjunc

45、tion with a health insurance plan. EAPs are intended to help employees deal with personal problems that might adversely affect their work performance, health, and well-being. EAPs generally provide short-term counseling and referral services for employees and their household members. As a general ma

46、tter, communications are confidential as between the employee and EAP, with two exceptions: (i) mental health providers have a “duty to warn” if the employee poses a credible risk of violence; or (ii) the employee authorizes the release of clinical information. 3.5 Fitness for Duty Examination: Dist

47、inct from a Violence Risk Assessment (see definition for Violence Risk Assessment). A process at times imposed by an employer when an employee exhibits behavior that does not generate a concern for safety from violence but that impedes job functioning and could be related to a physical, mental, or e

48、motional disorder. The process is conducted by a licensed mental health professional specifically trained and qualified to evaluate the impact of clinical conditions on job-related functioning and to assess whether the employee is fit to perform the essential functions of his or her job, with or wit

49、hout a reasonable accommodation by the employer. 3.6 Incident Management: Synonymous with Case Management and Threat Management. The process and practice of responding to reports, made to or coming to the attention of management, regarding problematic behavior that has generated concerns under the organizations workplace violence prevention policy. 3.7 Incident Management Team: See Threat Management Team. 3.8 Intimate Partner Violence: Synonymous with domestic violence, domestic abuse, spousal abuse, and family violence. Can be broadly defined as a pattern o