Lambeth Teacher with Lambeth NUT

leading teachers in defence of education

Lambeth Education Human Resources Aggression/Violence at Work

March 2000

AGGRESSION/VIOLENCE AT WORK POLICY

1.

SCOPE AND APPLICATION

1.1

The School's Governing Body acknowledges its responsibilities to provide, as far as is reasonably practicable, a safe working environment and working arrangements for all school employees.

1.2

This Aggression/Violence at Work Procedure applies to all staff employed by the school, full and part-time, permanent and temporary, in Administrative, Professional, Technical and Clerical (APT&C), manual and teaching posts, including headteachers and deputy headteachers.

1.3

The Head of Human Resources or their representative should be informed of all assault and violent incidents on staff and will be able to advise the headteacher/chair of governors in the management of the case.

2.

THE PURPOSE

2.1

The purpose of this procedure is to positively address the issues of aggression/violence at work in order to maintain, as far as is practicable, a safe working environment for the school's employees. The Governing Body and LEA take all such incidents seriously and will take all reasonable steps to minimise the risk to staff and employees, and to assist them if an incident occurs.

2.2

The Health and Safety Legislation and supporting Regulations provide for employees to have a safe and healthy working environment.

3.

PROCESS

3.1

Any violent or aggressive behaviour towards the school's employees will be treated seriously by School's management and must be taken seriously by employees. Such behaviour includes physical assault, serious or persistent verbal abuse, intimidation, and harassment or threats.

4.

PREVENTION

4.1

The Governing Body will ensure that where employees are at risk, steps will be taken to minimise these risks including examination of security arrangements and procedures, deployment of staff, customer care training, training to deal with difficult situations, etc.

4.2

In handling aggressive situations, consideration should be given to the following:

• Understanding aggression
• Customer Care and dealing with difficult situations.
• Avoiding potentially dangerous situations, in the workplace, on the street, and in customer/client's home or premises.
• Communicating whereabouts at all times
• Being accompanied where necessary
• Understanding cultural needs and differences

4.3

It is the responsibility of employees to acquaint themselves with these procedures, adhere to them and raise any concerns with their line manager or the Headteacher.

4.4

The guidance will be reviewed on occasion to examine where further improvement can be made to working arrangements.

4.5

Headteachers are responsible for undertaking risk assessments and should address safety in the workplace as part of this and take into account employees' training needs.

5.

PROCEDURE FOR DEALING WITH VIOLENT AND/OR AGGRESSIVE BEHAVIOUR

5.1

Aggression can arise between, for example:

• an employee and another employee
• a parent/carer of a pupil and an employee
• a member of the public and an employee
• a contractor and an employee
• a student and an employee

5.2

Aggression or assault by an employee on another employee or a client or service user or contractor, is covered by the School/Council's Code of Conduct and must be dealt with immediately in accordance with the School's disciplinary procedures.

5.3

Where aggression or assault by a parent/carer or other member of the public on an employee arises, the Headteacher or Deputy must be informed as soon as practicable. The employee should contact his/her professional association/union, and the Headteacher should advise the employee to this effect.

5.4

Where aggression or assault involves a child or young person (i.e. under eighteen years of age), the Child Protection and Quality Assurance section, Directorate of Social Services, must be notified immediately before any further action is taken. Consideration may then be given to the immediate exclusion of a pupil from the school.

In the event of an assault on an employee by a pupil, the pupil should be isolated from contact with other pupils without prejudice to any future action pending exclusion.

5.5

All aggressive behaviour or verbal abuse should be reported at the earliest opportunity to the Headteacher or Deputy and recorded on the appropriate incident report form.

5.6

An employee who has been assaulted should be offered immediate relief from duties and the opportunity to go home. An employee who suffers injury or shock should be advised to consult a doctor as soon as possible and secure a medical statement of the doctor's examination. The well-being of the employee is of prime importance and it is the responsibility of the Headteacher to arrange for any immediate medical attention which may be required, including the calling of an ambulance if necessary. Where an injury has occurred, the health and safety accident report form should also be completed.

5.7

The Headteacher will arrange for all incidents to be thoroughly investigated and the outcome to be relayed to the Governing Body and the LEA.

5.8

Employees will be given the opportunity and, indeed, encouraged, to discuss the incident with a senior member of staff and/or their trade union representative. The extent of an individual's reaction should not be underestimated and there may be delayed shock. The employee who has been assaulted must prepare a written statement as soon as is practicable after the assault following consultation with his/her professional association/union.

5.9

Witnesses to an act of aggression should be approached for a factual statement as soon as possible. If an implement is used in an attack on an employee, it should be retained providing this can be done without causing further difficulty or risk.

5.9

Where the incident is of a serious nature, the Headteacher may consider arranging for external support and counselling where practicable.

5.10

Where appropriate, the employee should be referred to the Council's Medical Advisor.

5.11

The Headteacher in consultation with the employee should consider the question of police involvement and prosecution. Equally an employee may elect to contact the police and subsequently take out a private prosecution which they have the right to do.

5.12

The LEA's policy in the case of physical assaults on staff in the course of their duties, is that such employees should be fully supported in taking legal proceedings, including injunctions, against the person or persons who commit the assault on them, provided that the Borough Solicitor is satisfied that the circumstances warrant such action.

5.13

Where injury or damage to property is involved, the School's insurance procedures must be put into effect if appropriate. Where these insurance arrangements do not apply, consideration may be given by the Governing Body to making an ex-gratia payment in accordance with the School's policy on ex-gratia payments.

5.14

Where an employee is injured as a result of the assault, the Council's Injury Allowance Scheme may apply. Advice on this should be obtained from the LEA.

5.15

Where an employee is absent from work as a result of the assault, the employee may be eligible to receive the appropriate allowance under the Sickness Payment Scheme, and this will not count against the employee's future entitlement to sick pay. However, the School/Council's sickness reporting arrangements will still apply.

5.16

Employees injured as a direct result of a crime of violence arising from their employment with the Council, may be eligible to receive compensation from the Criminal Injuries Compensation Board.

5.17

The Governing Body is responsible for monitoring aggressive and violent behaviour in the School and for taking the appropriate action.

Lambeth Education Human Resources Aggression/Violence at Work