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The main conclusion of my report that can be drawn is that I feel that adequate training and support is given to the employee’s in their place of work regarding Violence at Work. The conflict resolution course however beneficial to the employee’s who come across such abusive and violent patients in the workplace, has been changed.
In my opinion, this change can only be down to employee’s sickness or avoiding client legal action against trained staff, this defeats the purpose that the employee’s cannot protect themselves based on a one on one situation, when body language and diffusion sometimes wont protect the staff from bodily harm (e.g. patients with Mental Health problems).
Regarding admissions to the Emergency department, clients who physically attack employees and after being escorted off the premises are given a second chance (Yellow Card) and upon completion of a Procedure of Care application, the client’s rights are resumed. However if the client refuses to comply with the Procedure of Care application, they are then barred from the trust (Red Card), but regardless it is still in the patients rights still be allowed to attend the Emergency Department for treatment. Which I think will make employee’s question this system in place as its putting their health at risk once again. The benefit is swayed in favour of the clients, not the employee’s and employers.
Finally, when working on the Emergency Department, police are present on during night shifts over the weekend. I feel that there should be an officer present at all times, as the security department building is located at the opposite side of the establishment. Thus, response times from them are questionable, especially when they also provide cover for another hospital within the trust and could be present there at the time of this incident.

Recommendations

My recommendations regarding the conflict resolution course is that it should be kept to the way it was previous, giving staff training on how to successfully defend themselves, in times of threat within the workplace. This is far more beneficial than staff sicknesses and as far as legal threats regarding trained staff is concerned, if the actions taken by the employee’s were performed correctly, then the employee’s will have the legal backing of the trust. Unfortunately, the only way this is going to possibly change, is when something happens or if the new approach to the conflict resolution course is realised.
Unfortunately, the policy regarding actions and preventions (Yellow and Red Cards) taken against clients who are violent in the workplace applies to all trusts. Only the Government can make changes to this, based on numbers throughout the United Kingdom based on Zero Tolerance and attacks on employees. Thus, occasional incidences in my establishment will not change the policy in its method and way of thinking.
My recommendation regarding the cover provided by security and police is to either have a police officer present 24hrs a day. If that is not possible then another option would to base the security department at the main admission waypoint in my establishment, the Emergency Department, rather than the opposite end of the building.

Bibliography

E1 47 : Preventing Crime in the NHS (19