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Violence at Work

By: Abigail Taylor - Updated: 19 Jun 2017 | comments*Discuss
 
Violence Abuse Health And Safety Verbal

The HSE (Health and Safety Executive) define work-related violence as 'any incident in which a person is abused, threatened or assaulted in circumstances relating to their work.' This includes verbal abuse and threats, as well as any form of physical abuse.

Those most at risk are employees who work with members of the public. However it is important to remember that violence can also be perpetrated by fellow employees.

Duties of employers

Employers have a responsibility to their employees to make sure that they are reasonable safe at work.

Often when considering this duty, employers consider the need for work premises and any machinery to be safe. Whilst these are important considerations, employers must also consider the risk posed by other people employees will meet during the course of their employment.

Higher risk jobs (e.g. workers in care homes for adults suffering from mental illness) would be expected to have specifically assessed this risk and have specific policies and procedures in place to try to reduce the risk of and prevent violent incidents occurring. All employees should be trained on these procedures. If you have concerns, speak to your employer.

It is important that these procedures are reviewed regularly. Any accidents or near misses should be reported to your employer so that they can review whether any amendments are needed.

First steps following an incident

  1. If an incident occurs, promptly report it to your manager. If they don't investigate the incident, make sure that you make notes of what happened, write down the names of any witnesses, and take photos of the area and any injuries
  2. If you wish to pursue the matter as a criminal offence, ask your employer to report it to the police. If they don't do so, you can call the police yourself. (For non-emergency calls, contact the police on 101.)
  3. If you have concerns about the incident being repeated, discuss ways to prevent this with your manager

Criminal action

If any violence (from a member of the public, customer or colleague) is committed against you, consider whether it is a criminal offence. Forms of violence which constitute a criminal offence may include:

  • Use of racially abusive language
  • Threats to kill
  • Physical violence (e.g. punching / kicking, especially if injury is caused)

You may want to consider a civil action against your employer in the form of an employment law claim or an injury claim:

1. Employment law claim

If an employer fails to prevent violence at work, and you have to leave your job as a result, this could constitute a breach of contract and may result in a constructive dismissal claim.

For example: Your employer knows that a fellow employee regularly threatens you and does not take action to prevent the abuse. You are unable to work in those conditions and quit your job. This could be constructive dismissal and you could be entitled to compensation.

Seek advice from an employment law specialist or your local Citizens Advice Bureau if you are considering making an employment claim.

2. Injury claim

If you are injured as a result of violence at work, you may be able to make an injury claim against your employer. Injuries may be physical (e.g. bruising / broken nose) or mental (e.g. a diagnosed psychological condition such as anxiety or PTSD).

Your employer is responsible for ensuring your reasonable safety at work. If they have not taken appropriate action to do so, they may be found to have acted negligently and so be responsible for your injury. Employers are responsible for the actions of other employees, even if criminal. Therefore if, for example, another employee assaults you at work, your employer will be liable to compensate you for any injury suffered as a result.

If you are considering this route, speak to an injury law specialist or contact your local Citizens Advice Bureau.

Work-place violence: Everybody's problem

As you will see from the above, violence at work is a serious issue for employers. Not only can work-place violence lead to injured employees requiring time off work, but employers may end up with civil claims against them.

Employees can be assured that the law is very much on their side in terms of ensuring their safety at work, which extends to protection from violence. If you have any concerns, speak to your employer and hopefully you can work together to prevent any incidents occurring. However if any incident does occur and you are not happy with your employer's response to it, remember that you have several legal options open to you in order to resolve the situation.

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I had an assault incident on 18/06/2017 which happened at 18 Point England, Glen Inness, Auckland. The incident happened in a very dark corner of Pt. England where there is a reserve. 3 youth, one of them wearing gang bandanna, forced me to stop the bus as they were standing in the middle of the road. One of them opened the front door using the emergency button designated outside of the bus by the front passengers door. They were drunk and had Cody's Bourbon and Cola cans in their hands. One blocked the bus by standing in the front, one stand outside and one was on the bus using abusive language. I asked him what he wants and he didn't demand my cash box. I asked him to leave the bus and at the same time pushed the panic button which activates the RT. I yelled out for help. The youth on the bus asked me for money, thenpunched me three times. Two of the punches touched my cheek and the other one my ear. They then fled and I also took off as I wanted to protect myself. My main concerns in this particular incident are as follows: 1-The current health and safety protocols are NOT fit for purpose: a) The radio communication became one sided as soon as I pushed the panic button. As discussed, after the incident, the company's staff in the control room mentioned that he could hear me while I couldn't hear him. I had no issue hearing the control prior to the incident and when they had communication with other operators. b) Lack of response from the control counter forced me to take the matter in my own hands. I had to organise for ambulance and police as I didn't know what assistance I am going to receive from the company. c) I had to move the bus to a safer place so that I mitigate the risk of another attack. I went as far as I could; which was next to the set of shops by Point England Roundabout (100 Point England). 2- I had to use my own mobile phone while there are no charging facilities available on the fleet. 3- The traffic counter is extremely understaffed when there are potential threats to the safety of drivers i.e. weekend evenings and weekdays after hours: a) I finally got the chance to answer my phone 24 minutes after the incident. The control room staff saying: "yes we know what happened and we tried to get to you!" b) I mentioned I need someone to come and relief me and take the bus back to the depot but the leading operator sat on the fence by saying: "don't worry, give us a call after you are done with ambulance and police". c) the ambulance came very late as I assume they put my case under their low priority category. d) The ambulance came and the nurse was very helpful and gave me medications and a cold pack. He advised me that he can't help me anymore and left. I subsequently had to leave where I was as I didn’t feel safe and I didn’t get any assistance from the company. I was dizzy as the result of the assault as well as the medication but I wanted to take mysel
Auckland Bus Driver - 19-Jun-17 @ 4:13 AM
A few weeks ago my colleague called out and she asked me for a favor which I'm her coverage when she's out vice versa. She asked me at around 4:30pm to take out a polycom that was going to be used for a meeting that was going to take place with a few doctors. She told me don't take it out before than because if left out could be stolen. So I noticed at around 4pm someone went into the conference room and closed the door. Since this is not my area to schedule for conference rooms I have no access as well to see the outlook schedule. All I was able to do was ask another employee that does have access to let me know who was scheduled at 4. I was told it was the operational administrator which means the same as management. So I let it be because it was still to early. At around 4:47pm the doctors that were scheduled for that room at 5pm asked me who was in the room I said the Administrator they said when is she getting out. I said I was told when you reserve rooms she should be wrapping up by 4:55. So what I did because I felt the doctor was worried I text my boss who was in the room politely at around 4:43pm just to let her know that the next guest were already there but that she still had time. It was more of an FYI. Her response was ok I'm still meeting. At around 4:57pm the doctor told me why don't you get the polycom out and place it my room. I said ok. I knocked verle only once and she came out that room literally 2 inches from my face screaming and yelling and turned red. Said don't you know i am still meeting. I thought she was going to attack me. After she was done at 4:59pm came out like an animal and said here take the room just take it and next time don't reserve rooms to close. I said to her I will relay the message to the person that did reserve it. There were 4 witnesses that viewed her behavior. I've only been at my job for 8 months. I felt so disrespected embarrassed belittled especially in front of staff. The next day I spoke to the supervisor and I expressed what occurred she said oh no she did it again. I told her she did what. Mid day the supervisor told the administrator she had to apologize to me. That day the administrator apologized but I could hear it in her voice that she was crying within herself of anger because she apologize for coming out of character. But I knew it was plotted. I let it be. Next thing you know last week was evaluation she did all the coordinators who are y Under the administrator but did not do mine let the supervisor do it herself. I was so upset because at this point I knew she had something personal against me. At the end of the day I asked the supervisor how much will my raise be she said I have to ask the administrator she gave everyone else a 3 and gave me a 1.5%. Her excuse was I only been there for 7 months. I started in November 2016. I felt so disrespected and violated in every way. When she holds meeting with staff she will not look at my direction.
Liz - 27-May-17 @ 11:46 AM
My partner works in mental health care.for men who are schizophrenic. A client there managed to get hold of some pills while my partner was on shift working. The medication the client had got hold of had enough pills in the container to kill him and proberley some of the other clients in theretoo .he new exactly what pills he had pinched hence why he got them.that part is a differant storey and had nothing to do will my partner the client getting hold of these meds..any way my partner managed to snatch the container off the client and get them put away locked up asap.however this pissed and frustrated the client and at the first oppertunaty he got he grabed my partner from behind bear hugged him lifting him off the floor.when my partner finallygot free the client threw in a few punches to the back body of my partner..regarding work all the correct forms and managers were informed of this.a few days later my partner sneezed at home and became in instant agony of the ribs i rushed him to the A and E department where he had liquid morphine on arrival for his pain.the doctor gave him some more pains killers and treated him him very quickly the Dr said he had very servere bruising of at least two ribs maybe even cracked ribs all he could advise was strong pain killers he perscribedand rest. My partner did exactly that which meant he had four shifts off work. When it came to pay day his company aylestone grange in leicester had stopped him these four days pay saying he should not of got involved and took the meds from the clientas he just made the client more angry. My partner said he had a duty of care to the client hence why he did it and he was the only senior on shift. To the end they have still refussed to pay him the four days sick this was approx £400 this left us both very unsatisfied and short for certain bills that month. What a joke and can we do anything about this plz if you can help we would appreciate your help very much.thankyou
Sarah - 26-May-17 @ 11:36 PM
My partner works in mental health care.for men who are schizophrenic. A client there managed to get hold of some pills while my partner was on shift working. The medication the client had got hold of had enough pills in the container to kill him and proberley some of the other clients in theretoo .he new exactly what pills he had pinched hence why he got them.that part is a differant storey and had nothing to do will my partner the client getting hold of these meds..any way my partner managed to snatch the container off the client and get them put away locked up asap.however this pissed and frustrated the client and at the first oppertunaty he got he grabed my partner from behind bear hugged him lifting him off the floor.when my partner finallygot free the client threw in a few punches to the back body of my partner..regarding work all the correct forms and managers were informed of this.a few days later my partner sneezed at home and became in instant agony of the ribs i rushed him to the A and E department where he had liquid morphine on arrival for his pain.the doctor gave him some more pains killers and treated him him very quickly the Dr said he had very servere bruising of at least two ribs maybe even cracked ribs all he could advise was strong pain killers he perscribedand rest. My partner did exactly that which meant he had four shifts off work. When it came to pay day his company aylestone grange in leicester had stopped him these four days pay saying he should not of got involved and took the meds from the clientas he just made the client more angry. My partner said he had a duty of care to the client hence why he did it and he was the only senior on shift. To the end they have still refussed to pay him the four days sick this was approx £400 this left us both very unsatisfied and short for certain bills that month. What a joke and can we do anything about this plz if you can help we would appreciate your help very much.thankyou
Sarah - 26-May-17 @ 11:34 PM
So,I was at working minding my own business.And the boss came around and I was like oh sorry.And I tried to get out the way and he didnt even give me a chance to move or anything and he didn't even stop to let me move out the way and he elbowed me pretty hard on my breast and it was in pain for about 2 hours.And the worst part he knows I'm pregnant and they are pretty sore enough.And then he didn't apologize or anything.
Jazz - 26-May-17 @ 3:42 AM
While working away from home i was attacked as i slept in my bed by a fellow employee and the attacker is now waiting trial for serious assault with permanent disfigurement. The house is provided by my previous employer. What duty of care do they have in this situation as i cant find anything on the web about workers being attacked while in accommodation provided by employers. I'm inquiring as i am now in the process of a constructive unfair dismissal case as my employer did not care about what had happened to me and had no communication for 5 weeks which promoted my resignation. Since then my ex boss re-employed my attacker, proving just how little he cared about what happened to me. Any advice is greatly appreciated as i need to get this seen to ASAP Thank you
Anon - 29-Apr-17 @ 2:44 PM
Hi someone threatened to stab me at work on tuesday police were called the lad was barred and told by police to stay away from the shop i work in since then the manager has let the lad in because he is too scared to uphold the barring what can i do and what rights do i have
Shaz - 28-Apr-17 @ 1:15 PM
Hi l was a support worker dealing with clients with learning disability, autistic spectrum, pyschotic disorder's. I was assulted in the work place by my client with pyschotic disorder, l was left on my own with the client while he had a pair of scissors while the other service users were taken out of the house with their support workers, then locked me in for two hours. The client left me for dead and went down stairs, l stayed where l was incase he came back up to finish me off, he did come back up stairs to pull away the things that he had thrown at me then he went back down stairs. I was then able to use my key to let myself out. The police and ambulance arrived the client was arrested and l was checked over by the paramedic my blood pressure was sky high so they stayed for an hour until my peessure had gone back to normal. The police asked why did l not use the panic alarm, l told them we didnt have any my manager said we didnt need them,whilst on sick l was sacked.
Lady D - 21-Apr-17 @ 3:00 PM
There are so many things wrong with the company that I used to work for; my partner still works there and I believe he has been placed under such stress stemming back to one incident that it is affecting his mental and physical health! But he won't complain any further as he thinks he'll lose his job. The incident happened in August, another employee (let's call him John) who had frequently made his negative feelings about my partner known to him at work, ran into us outside of work. Johns partner is actually his and my partners team leader. My partner saw her and gave her a hug. John came out of nowhere and gripped my partner by the collar, screaming in his face. My partner had had a couple of beers (3 in total) but still did not react and managed to talk john down after a long time and calm him. John is known for being threatening to people and other complaints have been raised against him at work. My partner felt he could not work with john after this incident and told HR about the incident. He said he felt unsafe when leaving work late at night as john is a violent person. HR investigated, the three other people that were there told them what happened but I feel probably not in full detail as everyone's fears saying something against the team leaders partner. Anyway, HR implied to my partner that perhaps it was his fault because he had been drinking (though it was not instigated nor escalated by my partner) they even suggested he take two weeks off and implied maybe he use the time to look for another job!! John has since been promoted though he is known for his negligence. He walks behind my partners desk in a threatening manner and generally is rude about him for comolaining to HR and makes it known! So does the team leader and the manager is very close with the TL! My partner is expected to work in this environment and as a consequence nearly lost his job because of taking time off. I believe he is depressed. Is there anything at all that can be done, when right up the line to management and even HR are taking the side of John? What codes of conduct are being breached here, where does he turn?
Sam - 7-Mar-17 @ 12:22 PM
There are so many things wrong with the company that I used to work for; my partner still works there and I believe he has been placed under such stress stemming back to one incident that it is affecting his mental and physical health! But he won't complain any further as he thinks he'll lose his job. The incident happened in August, another employee (let's call him John) who had frequently made his negative feelings about my partner known to him at work, ran into us outside of work. Johns partner is actually his and my partners team leader. My partner saw her and gave her a hug. John came out of nowhere and gripped my partner by the collar, screaming in his face. My partner had had a couple of beers (3 in total) but still did not react and managed to talk john down after a long time and calm him. John is known for being threatening to people and other complaints have been raised against him at work. My partner felt he could not work with john after this incident and told HR about the incident. He said he felt unsafe when leaving work late at night as john is a violent person. HR investigated, the three other people that were there told them what happened but I feel probably not in full detail as everyone's fears saying something against the team leaders partner. Anyway, HR implied to my partner that perhaps it was his fault because he had been drinking (though it was not instigated nor escalated by my partner) they even suggested he take two weeks off and implied maybe he use the time to look for another job!! John has since been promoted though he is known for his negligence. He walks behind my partners desk in a threatening manner and generally is rude about him for comolaining to HR and makes it known! So does the team leader and the manager is very close with the TL! My partner is expected to work in this environment and as a consequence nearly lost his job because of taking time off. I believe he is depressed. Is there anything at all that can be done, when right up the line to management and even HR are taking the side of John? What codes of conduct are being breached here, where does he turn?
Sam - 6-Mar-17 @ 10:13 PM
My supervisor slapped me in the face with no provocation. I was shocked and said why have you done that and she was telling me to slap her back I hit her back on the arm and she immediately slapped me in the Face again. 3 witnesses where there and are saying they didn't see the whole thing just that I had been slapped but it was a joke. Now my supervisor has said I hit her first which isn't true. One witness said they entered the kitchen as I was being slapped but the time difference on the cameras show this isn't feasible. My managers have investigated and yet to make a decision but have said that they can only go on the statements made. I am being lied about and the supervisor has already told other people in work that I hit her first. I have taken two weeks off sick with stress. What can I do? I feel helpless
Linz - 4-Mar-17 @ 12:13 AM
Sky - Your Question:
My manager was in my face yelling at me because I wasn't "hurrying fast enough" to go clean a fuel spill and this carried on all the way from the back of the store and continued in the front of the store outside and there she shoved me really hard on the back. I told her don't ever put your hands on me again. I later quit my job due to not wanting to be treated like that. Can I sue her and/or that company for her actions??

Our Response:
You would need to seek legal advice about whether to sue. You should have made a formal complaint to your employer befoer simply handing in your notice. Depending on how long you've been at the company you may have a case for constructive dismissal or similar. It may be worth give ACAS a call or trying to get a free half hour initial consultation with an employment solicitor.
SafeWorkers - 1-Mar-17 @ 12:30 PM
My manager was in my face yelling at me because I wasn't "hurrying fast enough" to go clean a fuel spill and this carried on all the way from the back of the store and continued in the front of the store outside and there she shoved me really hard on the back. I told her don't ever put your hands on me again. I later quit my job due to not wanting to be treated like that.Can I sue her and/or that company for her actions??
Sky - 27-Feb-17 @ 5:59 PM
I worked in hotel as a night porter. I heard strange noises and I went to check. The guy was standing with mask and break window to enter to hotel. He attacked me, basically I defend myself, but then he saw that he is not succsesful he took a knive and put to ny leg twice. He stole money hotel money, but this is not the case. I am wondering, because I was assaulted at work can I get compensasion. I break my two fingers then I was trying to defend myself and I was hitted twice with a knive to my leg. What are option in this situation? Police didnt found guilty so is emplyer responsible? thank you
darus - 22-Feb-17 @ 10:30 PM
Elle - Your Question:
I work in a restbite home and was attacked by a male guest and it took 2 support workers to get him off me. I was told it was not a police matter as I was not a vunrable adult, I ask for him to be removed from the home as he is violent and will seriously hurt someone as he has attacked his parents and someone at college and that I fear for my safety and that of others and don't want to go back till he has gone for good were do I stand on this matter

Our Response:
Make a formal complaint to your employer if you feel that the risk reduction and safety measures in place are not sufficient.
SafeWorkers - 13-Feb-17 @ 2:41 PM
I work in a restbite home and was attacked by a male guest and it took 2 support workers to get him off me. I was told it was not a police matter as I was not a vunrable adult, I ask for him to be removed from the home as he is violent and will seriously hurt someone as he has attacked his parents and someone at college and that I fear for my safety and that of others and don't want to go back till he has gone for good were do I stand on this matter
Elle - 12-Feb-17 @ 2:59 PM
Im a new manager of a new restaueant where I have to hire capable candidates from the very beginning to support the business. One employee has slowly showing signs of violence and have verbally assaulted other employees due to language barriers and misunderstanding without bringing up the issues to us before hand. (He thinks his colleagues are using foreign language to segregate him from the group). Ive sat down with him before to discuss how to better deal with such issues. And recently he has been really terrible where he shouted and swore at me for asking a question. He threw a water bottle that knocked down two equipments at work and verbally cursing the management including myself. We have an argument where he was just being unreasonable where he kept mentioning he was always the one being targeted for bad conducts, he then yelled that he had ADHD and said that I wasn't being understanding. He threw a tantrums, swore and acted violently in front of me and other 3 employees. I have no experience of how to deal with employees like him and I'm afraid keeping him longer would cause harm to my other employees and tarnish the business reputation. On a side note, he also mentioned he has a criminal record of punching a policemen when he was a youngster. Please help.
Jay - 16-Jan-17 @ 10:22 PM
Dekelby- Your Question:
I have personal issues with a work colleague , this is now continuing in the workplace where on 2 occasions this week he has been verbally abusive threatening and banging on my car window most of which was witnessed by other employees Should he be suspended ?

Our Response:
Report this to your employer, they should investigate and take action, which may be a suspension but could be a warning.
SafeWorkers - 5-Jan-17 @ 10:43 AM
I have personal issues with a work colleague , this is now continuing in the workplace where on 2 occasions this week he has been verbally abusive threatening and banging on my car window most of which was witnessed by other employees Should he be suspended ?
Dekelby - 4-Jan-17 @ 8:37 AM
My manager was shouting at me today and started to swear at me, I swore back telling him not to speak to me like that (I'm pregnant and hormonal I know it was wrong) and he said 'if you speak to me like that again I will break your face' this man is 50+ threatening a 20 yr old. This isn't the first time he was spoke to me in this manor and I want to take it further.
Shaniex - 27-Dec-16 @ 10:10 PM
steve - Your Question:
I am a supermarket store manager. I was accompanying our security guard with a shoplifter to my office when he suddenly became violent. This was inside the store, by customers, and was captured on CCTV. During the course of helping the guard restrain him, I broke a finger in 3 places, tore off a tendon and now need surgery within the next week. The specialist has signed me off until the end of January in the first instance. My right hand will be in plaster for a month and then will need a further month to mend. My situation is compounded by the fact that I am currently working my 1 month notice (until Dec. 29th) and am supposed to be starting as a store manager for a different supermarket on Jan. 9th.Normally I would receive full pay whilst off sick. Who is responsible for paying this in my situation? Does it sound like I should pursue a case for Compensation for Injury as well? Any advice would be great. Thanks.

Our Response:
Discuss this with your employer. You will be entitled to SSP while you're in work but not once you've finished. Equally if your employer offers company sick pay it will only be payable whilst you're in their employ (and depending on any other conditions of the policy). To cover the time while you're unable to work and not being paid, it would be worth seeking compensation from your employer and it's worth seeking professional legal advice on this.
SafeWorkers - 22-Dec-16 @ 12:22 PM
I am a supermarket store manager. I was accompanying our security guard with a shoplifter to my office when he suddenly became violent. This was inside the store, by customers, and was captured on CCTV. During the course of helping the guard restrain him, I broke a finger in 3 places, tore off a tendon and now need surgery within the next week. The specialist has signed me off until the end of January in the first instance. My right hand will be in plaster for a month and then will need a further month to mend. My situation is compounded by the fact that I am currently working my 1 month notice (until Dec. 29th) and am supposed to be starting as a store manager for a different supermarket on Jan. 9th. Normally I would receive full pay whilst off sick. Who is responsible for paying this in my situation? Does it sound like I should pursue a case for Compensation for Injury as well? Any advice would be great. Thanks.
steve - 21-Dec-16 @ 10:21 AM
Burts- Your Question:
I recently started a new job as a supervisor and received inadequate training for the position, I was expected to do things that I wasn't trained on and was being told off for the amount of things I couldn't do, I was told by my area manager that he would "batter me" if I didn't do something correctly, I walked out at this point. Could you advise me what to do?

Our Response:
Have you complained to your employer? If you haven't mentioned any of this to your employer, then they cannot take action to help you or to penalise the area manager. Unfortunately - walking out is not really the most appropriate thing to do.
SafeWorkers - 14-Nov-16 @ 12:21 PM
I recently started a new job as a supervisor and received inadequate training for the position, I was expected to do things that I wasn't trained on and was being told off for the amount of things I couldn't do, I was told by my area manager that he would "batter me" if I didn't do something correctly, I walked out at this point. Could you advise me what to do?
Burts - 12-Nov-16 @ 2:51 PM
I worked as a Team Leader in a care home.A new male resident subjected me to a night of intimidation through verbal abuse and threats eventually threatening to kill me.I was lone working at the time on a unit with 10 mental health residents.The only help available was via phone call to the neighbouring unit.Upon the advice of the NHS the police attended.The manager blamed me for escalating the situation and never followed the company's own violence & aggression policies & procedures.I became very stressed and suffered anxiety when around the resident.I was diagnosed by my GP as having PTSD, was prescribed anti-depressants for anxiety and referred for psychotherapy.I did not take time off following the incident but worked on the neighbouring unit for a few shifts.However, I never received any management support whatsoever and have now left my job.Would I have a case for an employment tribunal?I reported the management to the NMC, they in return have reported me to the SSSC saying I retaliated causing the situation to worsen.
Gill - 11-Nov-16 @ 10:57 PM
I worked as a Team Leader in a care home.A new male resident subjected me to a night of intimidation through verbal abuse and threats eventually threatening to kill me.I was lone working at the time on a unit with 10 mental health residents.The only help available was via phone call to the neighbouring unit.Upon the advice of the NHS the police attended.The manager blamed me for escalating the situation and never followed the company's own violence & aggression policies & procedures.I became very stressed and suffered anxiety when around the resident.I was diagnosed by my GP as having PTSD, was prescribed anti-depressants for anxiety and referred for psychotherapy.I did not take time off following the incident but worked on the neighbouring unit for a few shifts.However, I never received any management support whatsoever and have now left my job.Would I have a case for an employment tribunal?I reported the management to the NMC, they in return have reported me to the SSSC saying I retaliated causing the situation to worsen.
Gill - 11-Nov-16 @ 10:26 AM
I worked as a Team Leader in a care home.A new male resident subjected me to a night of intimidation through verbal abuse and threats eventually threatening to kill me.I was lone working at the time on a unit with 10 mental health residents.The only help available was via phone call to the neighbouring unit.Upon the advice of the NHS the police attended.The manager blamed me for escalating the situation and never followed the company's own violence & aggression policies & procedures.I became very stressed and suffered anxiety when around the resident.I was diagnosed by my GP as having PTSD, was prescribed anti-depressants for anxiety and referred for psychotherapy.I did not take time off following the incident but worked on the neighbouring unit for a few shifts.However, I never received any management support whatsoever and have now left my job.Would I have a case for an employment tribunal?I reported the management to the NMC, they in return have reported me to the SSSC saying I retaliated causing the situation to worsen.
Gill - 10-Nov-16 @ 11:06 PM
A. - Your Question:
Last night my partner at who was doing a night shift (he works in hotel), he works in reception and a drunk guest tired to attack him, the guest jumped over the reception desk twice, he got kick in the head as the guy jumped and lucky for my partner he managed to push him back off the desk, he has got all of the evidence on the security cameras and my partner boss didn't call the police as no crime was committed but he did get kicked out of the hotel and banned from it, I was wondering does anyone know his rights?

Our Response:
There is nothing preventing your partner from contacting the police even if the employer didn't. Make sure your partner checks that your employer has a policy in place that describes what measures are taken to reduce risks posed by violent guests and also how to handle them etc.
SafeWorkers - 10-Nov-16 @ 10:31 AM
Last night my partner at who was doing a night shift (he works in hotel), he works in reception and a drunk guest tired to attack him, the guest jumped over the reception desk twice, he got kick in the head as the guy jumped and lucky for my partner he managed to push him back off the desk, he has got all of the evidence on the security cameras and my partner boss didn't call the police as no crime was committed but he did get kicked out of the hotel and banned from it, I was wondering does anyone know his rights?
A. - 9-Nov-16 @ 12:54 PM
My co worker on my second day when I was doing what I was asked started shouting at me, I couldn't understand what she was saying and carried on doing the job I was told to when she grabbed me and snatched the hose off of me. I walked off with intention of quitting but was stopped by her cornering me and not letting me go past saying I'm sorry I'm sorry I no speak English. I stayed but let the boss know via txt and spoke with him a few days later now 2 weeks on he has sacked me via a work mate with the message that as the person in question had been with the company for 8 years that it was concise red I was the problem. I've since found out that the company we were working in has cctv and could possibly pick up the incident that can prove that I did nothing wrong. Can I take things further and do I have any rights
Alison - 3-Nov-16 @ 11:30 PM
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