WORKPLACE VIOLENCE

PRESENTED AND
COLLATED BY:
MARVIN M. ESTACIO
WHAT IS VIOLENCE?

• an act of physical force that causes

or is intended to cause harm. The
damage inflicted by violence may be
physical, psychological, or both.
• Violence may be distinguished from
aggression, a more general type of
hostile behaviour that may be
physical, verbal, or passive in
nature.
TYPES OF VIOLENCE
Violence can be categorized in a number of ways. Violent crimes are
typically divided into four main categories, based on the nature of the
behaviour
• Homicide (the killing of one human being by another, sometimes for
legally justifiable reasons)
• Assault (physically attacking another person with the intent to cause
harm)
• Robbery (forcibly taking something from another person)
• Rape (forcible sexual intercourse with another person)
Other forms of violence overlap with these categories, such as
• Child sexual abuse (engaging in sexual acts with a child) and
• Domestic violence (violent behaviour between relatives, usually
spouses).
Effects of violence

• Regardless of its cause, violence has a negative impact on

those who experience or witness it. Violence can cause
physical injury as well as psychological harm. Several
psychological disorders, including post-traumatic stress
disorder, dissociative identity disorder, and borderline
personality disorder, are associated with experiencing or
witnessing violence. Other psychological symptoms, such as
depression, anxiety, and mood swings (see bipolar disorder),
are common in victims of violence.
WHAT IS WORKPLACE?

• A workplace is a location where

someone works, for their employer
or themselves, a place of
employment. Such a place can
range from a home office to a large
office building or factory. For
industrialized societies, the
workplace is one of the most
important social spaces other than
the home.
WHAT IS WORKPLACE VIOLENCE?
• Workplace violence refers to violence,
usually in the form of physical abuse or
threat, that creates a risk to the health
and safety of an employee or multiple
employees.
• Workplace violence ranges from
threats and verbal abuse to physical
assaults and even homicide. It can
affect and involve employees, clients,
customers and visitors.
Who is at risk of workplace violence?
• Research has identified factors that may increase the risk of violence for
some workers at certain worksites. Such factors include exchanging
money with the public and working with volatile, unstable people.
Working alone or in isolated areas may also contribute to the potential
for violence. Providing services and care, and working where alcohol is
served may also impact the likelihood of violence. Additionally, time of
day and location of work, such as working late at night or in areas with
high crime rates, are also risk factors that should be considered when
addressing issues of workplace violence. Among those with higher-risk
are workers who exchange money with the public, delivery drivers,
healthcare professionals, public service workers, customer service
agents, law enforcement personnel, and those who work alone or in
small groups.
How can workplace violence hazards be reduced?

• In most workplaces where risk factors can be identified,

the risk of assault can be prevented or minimized if
employers take appropriate precautions. One of the best
protections employers can offer their workers is to
establish a zero-tolerance policy toward workplace
violence. This policy should cover all workers, patients,
clients, visitors, contractors, and anyone else who may
come in contact with company personnel.
How can workplace violence hazards be reduced?

• By assessing their worksites, employers can identify

methods for reducing the likelihood of incidents
occurring.
• a well-written and implemented workplace violence
prevention program, combined with engineering controls,
administrative controls and training can reduce the
incidence of workplace violence in both the private
sector and public workplaces.
How can workplace violence hazards be reduced?

• This can be a separate workplace violence prevention

program or can be incorporated into a safety and health
program, employee handbook, or manual of standard
operating procedures. It is critical to ensure that all
workers know the policy and understand that all claims of
workplace violence will be investigated and remedied
promptly.
Labor Code of the Philippines
• The Labor Code of the Philippines stands as the law governing
employment practices and labor relations in the Philippines. It was
enacted on Labor day of 1974 by President Ferdinand Marcos, in the
exercise of his then extant legislative powers. It prescribes the rules for
hiring and termination of private employees; the conditions of work
including maximum work hours and overtime; employee benefits such as
holiday pay, thirteenth month pay and retirement pay; and the guidelines
in the organization and membership in labor unions as well as in collective
bargaining.
Labor Code of the Philippines
• The Labor Code contains several provisions which are beneficial to labor.
It prohibits termination from employment of Private employees except for
just or authorized causes as prescribed in Article 282 to 284 of the Code.
The right to trade union is expressly recognized, as is the right of a union
to insist on a closed shop.
• Strikes are also authorized for as long as they comply with the strict
requirements under the Code, and workers who organize or participate in
illegal strikes may be subject to dismissal. Moreover, Philippine
jurisprudence has long applied a rule that any doubts in the interpretation
of law, especially the Labor Code, will be resolved in favor of labor and
against management.