___________________________________________________________ Violence in the Healthcare Workplace
As a licensed professional, you are responsible for reviewing the scope of practice, including activities that are defined in law as beyond the boundaries of practice for an LMSW and LCSW. A licensee who practices beyond the authorized scope of practice could be charged with unprofessional con- duct under the Education Law and Regents Rules. Designations of Credit NetCE designates this enduring material for a maximum of 5 AMA PRA Category 1 Credit(s) ™. Physicians should claim only the credit commensurate with the extent of their participation in the activity. Individual State Behavioral Health Approvals In addition to states that accept ASWB, NetCE is approved as a provider of continuing education by the following state boards: Alabama State Board of Social Work Examiners, Pro- vider #0515; Florida Board of Clinical Social Work, Marriage and Family Therapy and Mental Health, Provider #50-2405; Illinois Division of Professional Regulation for Social Workers, License #159.001094; Illinois Division of Professional Regula- tion for Licensed Professional and Clinical Counselors, License #197.000185; Illinois Division of Professional Regulation for Marriage and Family Therapists, License #168.000190. About the Sponsor The purpose of NetCE is to provide challenging curricula to assist healthcare professionals to raise their levels of expertise while fulfilling their continuing education requirements, thereby improving the quality of healthcare. Our contributing faculty members have taken care to ensure that the information and recommendations are accurate and compatible with the standards generally accepted at the time of publication. The publisher disclaims any liability, loss or damage incurred as a consequence, directly or indirectly, of the use and application of any of the contents. Participants are cautioned about the potential risk of using limited knowledge when integrating new techniques into practice. Disclosure Statement It is the policy of NetCE not to accept commercial support. Furthermore, commercial interests are prohibited from distrib- uting or providing access to this activity to learners. HOW TO RECEIVE CREDIT • Read the entire course online or in print. • Complete a mandatory test (a passing score of 80 percent is required). Test questions link content to learning objectives as a method to enhance individualized learning and material retention. Provide required personal information and payment information. • Complete the mandatory Course Evaluation.
INTRODUCTION In the United States each year, there are 20,000 to 30,000 injuries directly related to workplace violence and 450 to 700 victims of workplace homicide; healthcare workers have a much higher risk of experiencing intentional injury by another person than workers in other occupations [34; 135; 136]. Dur- ing 2021–2022, the Bureau of Labor Statistics documented 57,610 cases of nonfatal workplace violence resulting in lost days of work or transfers [108]. It has been estimated that up to 50% of clinical practitioners, including nurses, social workers, psychologists, psychiatrists, and other human service workers, have been assaulted at their workplace at some time during their professional career [1]. The National Institute for Occupational Safety and Health (NIOSH) estimated that among nonfatal assaults that occur in the workplace, 70% were in the healthcare and social assistance industries and 48% were perpetrated by a patient or client of the service provider [2]. Workplace violence is highest in healthcare and social service fields compared to any other private sector, at 14.2% in 2021–2022 [108]. In a national study with 1,338 counselors, 51% reported workplace violence by a client [137]. The magnitude might be even larger, dependent upon the defi- nition of workplace violence used. In 2000, the U.S. Depart- ment of Labor found that the incidence rate of violence in any private sector workplace was 2 per 10,000 full-time workers [7]. Healthcare professionals had a significantly greater incidence rate of 9.3 per 10,000 for injuries resulting from assaults and violent acts. The rate for social service workers was 15 per 10,000, and for nursing and personal care facility workers the rate was 25 per 10,000 [7]. Hospital nurses, physicians, and other staff have reported a significant increase of verbal threats and physical violence throughout the COVID-19 pandemic; almost 70% of emergency nurses reported being hit or kicked at work, while 44% of all registered nurses reported experienc- ing physical violence on the job [171]. Healthcare professionals are at increased risk due to their con- tact with patients or clients who have serious mental illnesses and/or history of violence as well as working in occupational environments marked by stress, burnout, and high turnover. In emergency departments, where there is often a large flow of traffic of patients, family members, and other individuals from the general public, 50% of physicians and 70% of nurses report having been physically assaulted [3]. Ultimately, these nonfatal workplace assaults have tremendous economic ramifications to organizations, causing approximately $250 to $330 billion each year in lost wages, legal costs, lost productivity, and loss of reputation [172]. Nationally, workplace violence is estimated to cost $324.9 million annually in staff turnover, disability, and absenteeism [138]. Not surprisingly, there is a relationship between turnover and frequency of exposure of workplace violence. Healthcare professionals who are frequently bullied are three times more likely to resign, even after controlling for age, health, and work conditions [45].
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