Safety, continued from p. 39 WORKER SAFETY
“ Lone workers in urban envi-
ronments are often approached by curious citizens. This can be exacerbated if workers are in unmarked vehicles that bear no identification as to who they work for or indicate the job that they are doing. Unfortunately, situations such as these have led to altercations which have caused harm or even death to workers.
Headphones, for example, remove one of the most important senses that we have to alarm us of impending danger. If you listen to music, instead consider utilizing an external speaker at a low volume, so that you are still aware of the surrounding environment. When you arrive at a new location, make mental notes of your surroundings and develop a plan to quickly leave if you feel threatened. Do not be distracted by texting. If pos- sible, one should complete paperwork when one returns to the office or headquarters to avoid unnecessary time in a high-risk environment. Do not attract unwanted attention by driving a flashy car or wearing expensive jewelry. If you are uncomfort- able, leave the area immediately and notify your supervisor. As a supervisor, it is vital these concerns are taken seriously and followed up with actions, such as sending additional help or reconsidering the necessity of the job.
Lone workers in urban environments are often approached by curious citizens. This can be exacerbated if workers are in unmarked vehicles that bear no identification as to who they work for or indicate the job that they are doing. Unfortunately, situations such as these have led to altercations which have caused harm or even death to workers. To mitigate such a risk, a worker should be clearly identified, so that there is no question of their role. One possible solution is to provide them with clearly marked vehicles or use magnetic signs to display the company logo. Uniforms and high visibility clothing are ideal and should include company insignia.
and satellite communications. These devices offer a promising new method for keeping vulnerable workers safe by offering employee check-in and emergency notification and monitoring. With all of this new technology, keeping in touch is now easier than ever. Employees should regularly check in and notify their supervisor of where they are, where they are going, and approximately how long they will be there. Knowledge of an active shooter in an area, potential threats made, or an area with riots or protests happening should be shared between an employee and their supervisor. Regular communication and check-ins can prevent a lone worker from being exposed to unnecessary danger.
Situational awareness is a skill that we all must practice, whether we are at work, home, or running errands. Be aware of your surroundings, and use your senses to your advantage.
President’s Message, continued from p. 37
three-member adjudicatory board that does not include mem- bers of the current Executive Committee. A hearing is then scheduled with the adjudicatory board, the Ethics Chair, and respondent. Following the hearing, the adjudicatory board makes a determination of each allegation and prepares a report to summarize judgment. This report is then submitted to the Ethics Chair for review. Following review, the report is submitted to the respondent with notice of right to appeal to the Executive Committee. If the respondent appeals, the Executive Committee will then review the documents. As part of the review, the Executive Committee can order a de novo hearing before a new adjudicatory board. If a new hearing is
42 TPG •
Jul.Aug.Sep 2020
not ordered, then the Executive Committee will adopt, dismiss, or reduce charges. If a de novo hearing is not ordered, the decision of the Executive Committee is final, and no further appeals will be heard.
This is the process AIPG follows on all ethics investigations. Involvement of the Executive Committee is the last step of review. No members of the Executive Committee should be aware of the specifics of an ethics investigation until the appeal of the adjudicatory report is requested, as prior involvement will introduce bias into the review. The integrity of an ethics review is of the utmost importance to this organization and this process must not be compromised.
www.aipg.org
Training workers how to interact with citizens is essential. Many companies already have Employee Assistance Programs to help train workers on conflict resolution and de-escalation methods. These programs arm workers with the knowledge to interact with potentially aggressive citizens. Training should include steps for dealing with a threatening stranger, such as identifying yourself and explaining your role and using asser- tive, but respectful language. If necessary, tell the individual, “My supervisor will be right here and will be able to help you.”
Lone workers are not confined to rural settings. Municipal employees, social workers, and health care providers are often expected to work alone. Employers must provide their employees with a safe work environment. Demonstrating a commitment to their safety should be a vital component of your company’s safety program. Providing necessary training and equipment with appropriate identification, having daily reminders and discussions about safety, and having an effec- tive method of communication are all important components of reducing risk for lone workers. When reviewing your safety policy, be sure it is clearly communicated that if the employee’s safety or life are threatened, they have the authority to leave the situation without fearing reprimand. When considering lone worker safety, empowering employees to leave when a threat is perceived can be the difference between life and death.
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