Occupational health researchers have classified workplace violence into the following 4 types (UIIPRC, 2001):

Type 1: Criminal Intent

In Type 1 violence, the perpetrator has no legitimate relationship to the business or its employees, and is usually committing a crime in conjunction with the violence (robbery, shoplifting, trespassing). For example:

• a nurse assaulted in the hospital parking garage;

• a home health care nurse is mugged while conducting a home visit.

In health care settings Type I violence occurs less frequently compared to other types of violence.

Type 2: Customer/Client

Type 2 violence is the most common in healthcare settings. This course considers the customer/client relationship to include patients, their family members, and visitors, and will be referred to as CLIENT-ON-WORKER VIOLENCE. Research shows that this type of violence occurs most frequently in emergency and psychiatric treatment settings, waiting rooms, and geriatric settings, but is by no means limited to these. Prevention of Type 2 violence is a primary focus of this course.

Type 3: Worker-on-Worker

Type 3 violence between coworkers is commonly referred to as lateral or horizontal violence. It includes bullying, and frequently manifests as verbal and emotional abuse that is unfair, offensive, vindictive, and/or humiliating though it can range all the way to homicide. Worker-on-worker violence is often directed at persons viewed as being "lower on the food chain" such as in a supervisor to supervisee or doctor to nurse though incidence of peer to peer violence is also common. This course explores the roots of worker-on-worker violence in healthcare settings.

Type 4: Personal Relationship

In Type 4 violence, the perpetrator has a relationship to the nurse outside of work that spills over to the work environment. For example, the husband of a nurse follows her to work, orders her home and threatens her, with implications for not only this nurse but also for her coworkers and patients. This course does not specifically address Type 4 violence but many of the concepts, techniques and protocols presented here for violence Types 2 and 3 are applicable.

Discrimination, harassment, and retaliation

Federal and state laws protect you from unfair and unwelcome treatment at work. The Equal Employment Opportunity Commission (EEOC) and states enforce discrimination and harassment laws.

EEOC laws don’t cover all employers. Coverage is often based on the number of employees. Verify if your employer is required to follow the EEOC's rules.

Discrimination at work

Discrimination is when an employer treats an employee or job applicant unfairly because of their race, color, religion, sex, national origin, age (40 or older), disability, or genetic information.

Report workplace discrimination

Report discrimination to the EEOC. Use the EEOC's public portal to follow the complaint process.

1. Submit an online inquiry.

2. Schedule an interview with someone from the EEOC.

3. Submit a charge of discrimination.

Ensure that you meet the time limits for reporting discrimination. In most cases, you must file a charge within 180 calendar days.

Retaliation

Retaliation happens when an employer treats someone poorly because they engaged in a protected activity. Protected activities include:

• Filing or being a witness in an EEOC charge or investigation

• Talking to a supervisor or manager about discrimination or harassment

• Refusing to follow orders that would result in discrimination

• Resisting sexual advances or intervening to protect others

Common retaliation methods include:

• Firing
• Demotion
• Denying benefits
• Denying promotions
• Intimidation or threats
• Report retaliation

Use the EEOC's public portal to report retaliation related to discrimination or harassment.

Harassment at work

Workplace harassment is unwelcome conduct based on a person’s race, color, religion, sex, national origin, older age, disability, or genetic information.

Harassment includes:

• Offensive jokes, objects, or pictures

• Name calling

• Physical assaults and threats

• Intimidation

Harassment is unlawful when:

• Enduring the conduct is required to continue employment.

• It creates a work environment that is intimidating, hostile, or abusive.

• Contains links to a variety of training and reference materials, including presentations, publications, and handouts.

• FAQ about Stress at Work

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