OSHA Inspection: EAGLE VISION COUNSELING

Issued

Jul 13, 2012

Abate by

Sep 19, 2012

Penalty

Initial $2,700 · Current $1,200 Reduced

General-duty citation text

Section 5(a)(1) of the Occupational Safety and Health Act of 1970. The employer did not furnish employment and a place of employment which were free from recognized hazards that were causing or likely to cause death or serious physical harm to employees in that employees were exposed to the hazard of workplace violence:    On and before January 10th, 2012, the employer failed to keep the workplace free of hazards. Employees were exposed to incidents of violent behavior by clients that have resulted in contusions, bruising from thrown objects, bites,  and injuries to the head and torso from punches and kicks.  Employees were exposed to the hazard of physical assaults during routine interactions while working in isolation with clients who have a history of violent behavior.  The employer has failed to develop and implement adequate measures to materially reduce or eliminate the likelihood of physical assaults by clients against employees working for Eagle Vision Counseling.    Among other methods, feasible and acceptable means to abate the hazard of workplace violence at the client home include:    1               Create a stand-alone written Workplace Violence Prevention Program which include the following elements:  a.              A Workplace Violence Policy Statement including responsibilities of all staff and an explanation to clients that there is a zero tolerance for workplace violence;   b.             Hazard/Threat/Security assessment including records review, inspection of the worksite, and employee survey;  c.	Implementation of workplace controls and prevention strategies to maximize safety and minimize the likelihood of assaultive behavior;  d.	Training and education of all staff with a focus on the specifics of the Eagle Vision Counseling program;  e.	Incident investigation;   f.	A system for reporting safety concerns internally;   g.	Periodic review of the program.    2	Establish a liaison with law enforcement representatives.    3	Determine the behavioral history of new clients (establish a system  such as chart tags, log books, or verbal census reports  to identify clients with assaultive behavior problems; train all staff to understand the flagging system; and have a system for holding clients accountable, through consequences or interventions, for disruptive behavior.   4	Put procedures in place that would communicate to staff any incident of workplace violence so that employees who might not have access to client charts would be aware of a clients previous acts of violence or aggression.  5	Ensure that training is sufficient to make all employees aware of the company workplace violence policy, and how that written policy can be accessed.  Training should also include, but not be limited to:    a. Instructing all employees to state clearly to clients and employees that violence is not permitted or tolerated;   b. Training all employees on effective methods for responding during a workplace violence incident;   c. Training all employees on recognizing clients or others who are exhibiting aggressive behavior, and on techniques for timely de-escalating the behavior;   d. Instructing all employees about risk factors that cause or contribute to assaultive behaviors.  Training should be conducted at orientation and annually as refresher training.  6	Prepare contingency plans to treat clients who are acting out   7	Implement and maintain:   a. A buddy system as appropriate based upon a complete hazard assessment and   b. A procedure for staff to request and obtain double coverage when necessary.  8	Implement a system, such as a sign-in and sign-out procedure, to track employees in real-time.  9	Provide staff with a reliable way to rapidly summon assistance when needed, such as an electronic alarm and/or walkie-talkies and consider other equipment to enhance employee safety (such as GPS tracking systems).

Issued

Jul 13, 2012

Abate by

Sep 19, 2012

Penalty

Initial $0 · Current $0

General-duty citation text

29 CFR 1910.1030(c)(1)(i): Each employer having an employee(s) with occupational exposure as defined by paragraph (b) of this section did not establish a written Exposure Control Plan designed to eliminate or minimize employee exposure.        Employees exposed to blood and other potentially infectious materials while performing employee duties as a care giver to the Developmentally Developed clients.