Workplace Violence Prevention Program

Workplace Violence Prevention Program is a non-violent workplace safety program designed to reduce or eliminate aggressive behavior and provide verbal counseling to employees who exhibit hostile or threatening behavior. It was created by the Chicago Department of Transportation (CDOT) and the Chicago Police Department (CPD).

PTB was designed for employees working in hazardous environments such as construction, manufacturing, transportation, warehousing, cleaning, and fabrication. It was also developed to be useful for those who work on or near the highway or any other potentially dangerous area. It provides a set of strategies to address the risks associated with the workplace while reducing health and safety risk and potentially improving employee productivity.

PTB is best used in combination with other efforts to reduce the risk factors that contribute to workplace violence. It is best suited for all levels of employees, from entry level to supervisory positions, in an organization.

CDOT and the CPD first reviewed the issues of workplace violence through a manual developed by the National Institute of Justice (NIJ). The training manual presented several strategies that addressing workplace violence. Each strategy was presented in a specific language to be understood by the employees involved in the effort.

The first strategy, called PTBP, is aimed at improving self-management skills, communication, and control of anger. It provides information and resources for the employee and involves discussions with the employee.

PTBP focuses on the interpersonal relationship between the employee and the manager, which can result in aggression and hostility. The CDOT/CPD approach encourages the use of "facilitated" communication by establishing positive communications and sharing an understanding of the person's point of view and objectives.

The second strategy is called the Employee Assistance Plan. It requires the employer to provide "good-behavior plans" to all employees that include clear directives and reminders of the employer's expectations of behavior. Good-behavior plans require that the employee act within the guidelines given by the plan.

PTBP requires that the employee communicates openly and honestly about their feelings and behaviors. The employee understands what behavior is acceptable behavior in contrast to unacceptable behavior. The employee takes responsibility for his or her actions, with consequences to be applied if the behavior does not comply with the employee's intent.

The third strategy is the Employee Communication Strategy, which has been modified and is called the Reciprocal Respect Policy. It contains a list of acceptable behaviors and unacceptable behaviors. A behavior is unacceptable if it results in negative consequences, such as demotion, dismissal, or loss of job benefits.

PTBP requires that the employee is able to express his or her concerns and opinions to the manager, manager communicates respectfully with the employee and gives the employee an opportunity to express his or her concerns in a forum that is not abusive. The Fairness in Managing Outcomes (FMOG) strategy requires that supervisors take immediate action to correct the employee's behavior.

The fourth strategy is the Respect for a Supervisor Protocol that states that supervisors must maintain a respectful relationship with employees. It also says that supervisors must be prepared to confront the employee's inappropriate behavior in an open and honest manner and do what is necessary to prevent the outburst or damage to the workplace.

The fifth strategy is the Employee Demeanor Strategy that outlines how the employees should respond to hostile or intimidating behavior. It outlines that the employee must immediately report the incident to a supervisor, which will be followed by a series of decisions such as identifying the offending behavior, consequences, and how the employee can avoid future similar behavior.