 |
|
|
|
|
|
I
work with a doctor who has a long history of yelling at staff, patients, and
families. Many of the employees have written statements of concern but nothing
appears to have been done because his behavior continues.
He recently has been making more threatening and violent comments to the director of the unit, and some are directed at me. Our administration is aware of this and I think they are trying to do something. There appears to be a double standard for behavior between hospital employees and doctors. I am fearful now, and when this doctor is on the unit I am staying in my office. I was also asked to take a week off from work because the hospital feared for my safety. I feel this doctor has created a hostile work environment.
What are the responsibilities of the hospital? We have a "Violence In The Workplace Policy," but management seems to only apply it to general hospital staff and not the physicians who have privileges at the hospital, but are not employed by the hospital.
Signed,
Hiding In Office
Dear Hiding:
Are the responsibilities of the hospital spelled out in your "Violence In The Workplace Policy"? A good policy of this nature should clearly spell out how violence and threats should be documented and what actions can be taken when incidents arise. From what you tell us, it seems as though the problem may not be with the policy but rather with the application and implementation.
Following the two workplace tragedies in Hawaii and Seattle this past week, now would be a good time for you to confront management about the problems and their inconsistent application of the policy. Approach management in a very business-like fashion without showing much emotion. Go to the person responsible for enforcing the policy and first briefly review the facts of the situation. Then explain that you have some questions about the policy. Take out a notebook and pen and write down all the answers. Ask the following, even if you already know the answers. . .
If you can get some others who have been threatened to go with you to this meeting with you, that would be a great show of solidarity. The purpose of asking these questions isn't as much to provide you with answers as much as it is to let management know you are taking the situation seriously and plan to follow through in regard to your safety. If no action is taken following your meeting, consult with a lawyer to see if any thing can be done via the legal route.
According to the Center For Disease Control, The Occupational Safety and Health Administration (OSHA) has no specific regulations for preventing occupational violence. Right now they only have voluntary recommendations for employers. "However, the OSHA General Duty Clause [29 USC 1900 5(a)(1)] requires employers to provide a safe and healthful working environment for all workers covered by the Occupational Safety and Health Act of 1970." If your efforts to communicate your concerns to management do not bring quick action, it might be a good idea to contact OSHA to see what can be done.
Please see some of our other Q&As relating to this subject in our archive.
WEGO knows standing up for what is right is a risk but a safer risk than doing nothing about threats and violence.
Dan West