Page 7 - Work Force May 2019

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people in the waiting room and then the ER is bringing in patients, all at the same time.”
“We need to have more staff,” Lehnert said. “You physically and mentally cannot split yourself enough to make sure that you are paying attention to [patients’] needs.”
“Most of the violence occurs because the patients’ behavior is allowed to escalate before anything is done,” said Speight. “As soon as a patient verbalizes that they intend to hurt anyone, they should be restrained. You can
only redirect behavior
so much.”
Although CSEA members in the units have been properly trained to work with psychiatric patients, many of the workers lack adequate training to deal with more violent cases.
Lehnert recalled an
incident in which a patient entered the hospital with a knife sewn
into his underwear. A co-worker discovered the knife after noticing the patient fiddling with something in his pocket. While police came, the incident left workers shaken.
“We don’t have the training or skillset to handle someone like that.” said Morahan.
Lehnert said the incident was
a good example of the potential dangers of understaffing.
“Had [the co-worker] not seen what that patient was doing, he could’ve come in here and killed somebody,” Lehnert said.
Taking action
While our members’ vigilance
is going far to prevent more workplace violence from occurring, it’s the employer’s responsibility
to minimize workplace hazards, including risks for potential violence.
CSEA has long led the way in making sure employers
comply with safety standards. Speight
said he and other local officers are determined to keep workers safe amid the ongoing violence, and have been fighting for worker safety.
“Our local’s main objective was to use whatever tools we have to make sure this area
was safe, as well as educate and protect our members on the unit,” Speight said.
In 2017, Speight, on behalf of the local, asked hospital administrators to conduct a workplace violence risk assessment on the units.
When management failed to respond in a timely manner, the local filed a complaint with the state Public Employees Safety and Health
CSEA members discuss the most recent violent occurrence on the Stony Brook University Psych Ward at the SUNY Stony Brook Local office. From left, Teresa Morahan and Kristin Lehnert.
May 2019
The Work Force 7
“It shows a lot of courage to be the first to step up alone, but that that’s is how our members are built..”
(PESH) Bureau.
After investigating, PESH issued
a citation to the hospital for
failing to establish and maintain a recordkeeping system for reporting workplace violence incidents (12NYCRR Part 800.6 (i)), a ‘serious’ violation as designated by PESH.
The citation noted that while the hospital had complied with part of this particular standard, management had failed to include employee representatives, in this
case, the unions, in their reviews of potential workplace violence risks and actions to mitigate violence.
Hospital management was given 60 days to correct the violation, and did so through including CSEA and other unions at the hospital in its Workplace Violence Prevention Core Committee, which meets monthly
to assess potential violence risks, implement a prevention program, review incidents and address potential risk areas.
“It’s not only a win for CSEA, but a win for all the unions that represent members at Stony Brook University Hospital,” Speight said. “CSEA led the way.”
While there is a lot of work yet to be done to fully address the potential violence risks, CSEA members are standing strong as the union plays an active role to minimize violence.
“I admire and have the utmost respect for our members who
came forward,” Speight said. “Quite frankly, they are victims of assault. It shows a lot of courage to be the first to step up alone, but that that’s is how our members are built.”
— Wendi Bowie
Minimizing hazards at your workplace
Workplace violence is any physical assault, threatening behavior,
or verbal abuse occurring where a public employee performs any work- related duty in the course of his or her employment.
CSEA led efforts for the enactment of the 2006 Workplace Violence Prevention Law. The legislation requires most public employers
to create a written program that outlines the potential violence risks at worksites, how the employer will minimize the risk factors and detail proper training for employees.
Private sector employees are not covered by this law.
Employers must evaluate worksites for potential violence risks, implement
ways to control the potential hazard and regularly train workers. They are
also responsible for developing a written program outlining all of these steps and
regularly reviewing the plan.
The law also requires that employers
give authorized employee representatives, including unions, an opportunity to
actively participate in the process, including reviewing all incidents.
Visit cseany.org/osh to learn more.