More needed to reduce workplace violence at NJ hospital

A report designed to address problems with workplace violence at Bergen Regional Medical Center (BRMC) in New Jersey is a good start in identifying gaps and deficiencies in its program, but more steps are needed if the plan is to be effective, says Jonathan Rosen, a union workplace health and safety expert.

Rosen, who was hired by Health Professionals and Allied Employees (the union that represents 350 registered nurses at the hospital), identified some key omissions in a report prepared by Joint Commission Resources (JCR) that addressed the facility's violence prevention program. He pointed out that the report failed to evaluate and summarize the extent and severity of workplace violence at Bergen.

The problems at Bergen have been documented for a long time, but an escalation in the number of incidents prompted union members to take action by urging the Occupational Safety and Health Administration to get involved. OSHA recently issued a hazard alert letter as well as a General Duty Clause citation in response to the union's activism.

The JCR report did not reference the Joint Commission standards or best practices, Rosen says. The commission accredits and certifies healthcare organizations and programs. Failure to comply with these standards could lead to BRMC losing its accreditation or losing Medicare and Medicaid funding. In addition, although the report documents many deficiencies, there is no guidance on how to prioritize them for remedial action.

Earlier this summer, nurses at Bergen ratified a three-year contract with the hospital. The agreement includes across-the-board wage and step increases as well as improved language on staffing and health and safety protections. Those protections include a training program to identify and minimize health and safety risks.

HPAE and its representatives on the hospital's workplace violence committee will receive reports of incidents at least 24 hours prior to meetings so that they can be informed participants in the meetings. Employees also have the right to call the manager on duty if they have a "good faith belief that an incident of violence may occur."

[Adrienne Coles]