Occupational Violence and Aggression is Never 'Just Part Of The Job'.
admin • January 6, 2025
Occupational Violence and Aggression.
Occupational violence and aggression (OVA) is when a person is abused, threatened or assaulted in a situation which is related to their work. It may come from internally (co-workers) or externally (clients, patients, customers or the public).
It may include verbal abuse, physical intimidation, physical violence, or threats of violence. It can occur in person, over the phone or even online. There is a broad spectrum of severity, but all can impact the workers mental and physical safety.
Violence at work is a major health and safety issue and is particularly prevalent in some industries but can occur in any industry.
What do you do about it?
Like with any other hazard, the employer has a duty und the Victorian Occupational Health and Safety Act (2004) to provide and maintain for employees, as far as is practicable, a working environment that is safe and without risks to health.
OVA should be treated like any other OHS hazard and includes looking at and addressing root causes and contributing factors. It can be prevented in many cases and can be minimised in others.
The principles of risk management apply to OVA too:
- Identify the hazards
- Assess the risks
- Implement controls
- Review the effectiveness of the controls
- Consultation must occur throughout the process
Make sure that all incidents are being reported. If an incident does occur, then the worker must be supported, but we must not stop here. We must learn from the failure by investigating the incident and working to prevent it from happening again.
When addressing the risk of OVA in a workplace, think about systems and controls which may be effective in the context of your industry and workplace. These might include:
- Security – this may include security guards, CCTV and duress alarms.
- Hazard identification and risk assessment procedures specifically for OV risks – this may involve assessing any OV risk posed by a patient, client, customer, etc. For example in historical records, or by observing their behaviour on entry to the workplace.
- Systems of record-keeping which include a process for recording around the risk of OV.
- Reporting processes for incidents of OV.
- Processes for following up on incident reports – including investigations to explore the root cause, with actions taken to prevent recurrence.
- Workplace design – for example screens, eliminating blind corners and isolated locations, lighting, etc.
- Protocols to eliminate known high-risk situations eg: sole charge, night-time, isolation, etc.
- Education and training – eg: de-escalation technique training, processes for calling for back-up, etc. Ensure that the workers know what the safety protocols are and how to use them.
- Policies and procedures which are practical and apply to the context of the workplace.
- Provide post-incident support – immediate follow up and support tailored to the individual’s needs.
- Actively promote a culture which empowers staff to expect a safe workplace.
When working towards tackling violence and aggression as an OHS issue, it is integral that the employer and the employees believe that they have the right to expect a physically and mentally safe workplace. This means promoting a culture in the workplace that does not accept violence and aggression.
Violence and aggression are never just ‘just part of the job’.
When it comes to workplace safety, one role often misunderstood is that of the Health and Safety Representative (HSR) . Many people assume HSRs are the same as union representatives — but that’s not the case. While both roles aim to protect workers’ interests, their focus, powers, and responsibilities are quite different. What Is an HSR? An HSR is a worker elected by their peers to represent their health and safety interests . They are chosen from within a designated work group and act as a direct link between workers and management on safety matters. Under the Occupational Health and Safety Act 2004 (Vic) , HSRs have specific powers, such as: Inspecting the workplace for hazards. Accompanying WorkSafe inspectors during visits. Requesting the formation of a health and safety committee. Issuing Provisional Improvement Notices (PINs) Importantly, HSRs do not negotiate pay, conditions, or other industrial matters — their role is purely about health and safety. How They Differ from Union Representatives Union representatives (or delegates) are appointed or elected to represent workers on a wide range of workplace issues, including wages, rosters, and employment conditions. They may also support members in disputes or negotiations with employers. While an HSR can be a union member — and unions often provide training and support to HSRs — the position itself is independent of union affiliation . You don’t need to be in a union to be elected as an HSR, and you don’t automatically become a union rep by taking on the role. Why the Distinction Matters Confusing the two roles can lead to misunderstandings in the workplace. For example: Employers might wrongly assume HSRs are pushing a union agenda, when in fact they are fulfilling legal safety duties. Workers might hesitate to raise safety concerns with an HSR if they are not themselves a union member, due to confusion about their role. By recognising that HSRs are safety advocates, not industrial negotiators , workplaces can foster more open, constructive conversations about keeping everyone safe. Bottom line: In Victoria, HSRs are there to represent their co-workers on OHS matters, helping to make sure your workplace is safe. Whether you’re in a union or not, you can elect an HSR. This is a key way to ensure that consultation is occurring and that you have a conduit through which to raise health and safety concerns. Remember: HSRs = Safety advocates under the OHS Act. Union Reps = Industrial advocates under workplace laws. So, it is important to know that you can (and have a legislated right to) elect an HSR at your workplace whether or not you work in a unionised workplace. All workplaces will benefit from having elected HSRs and safety structures in place – AND this has been proven to result in safer workplaces. Not sure how to elect an HSR? Reach out to us at admin@besafevictoria.com.au
Q fever is a serious but preventable disease that affects people working with animals or animal products. Protecting yourself and your workplace requires awareness, vaccination, and safe practices. What is Q Fever? Q fever is an infectious disease caused by the bacterium Coxiella burnetii. It primarily affects people who work with animals such as cattle, sheep, and goats, or handle animal products like hides, wool, and meat. The bacteria can survive in dust and soil for long periods, making it easy to spread in agricultural and processing environments. Who is at Risk? Certain industries and roles face higher exposure: Farmers, shearers, and abattoir workers Veterinarians and animal handlers Meat and dairy processors Laboratory staff working with animal samples Workers at stockyards, animal transport, in shearing sheds etc Any workers in animal facilities Even visitors to farms or facilities can be at risk if proper precautions aren’t taken. How do you get Q Fever? Q fever can he transmitted through aerosols, dust or through contaminated animal products. For example: Through animal tissues, such as when birthing, slaughtering or butchering Through faeces, urine and placentas From contaminated wool, hides, animal bedding, or equipment When breathing in dust infected by animals, including when mustering, transporting or shearing When slashing contaminated grasses or handling contaminated soil or hay By drinking unpasteurised milk which is infected By touching infected tissues or fluids when you have a cut or broken skin What are the signs of Q Fever? Q fever causes an illness which can last for up to 6 weeks, with symptoms ranging from mild to severe. Common symptoms include: High fever and chills Severe headaches Muscle pain and fatigue Sweats and weight loss Nausea, vomiting and diarrhoea In some cases, pneumonia or hepatitis However, some people don’t recover, and they can develop a chronic illness which can last for months or years. Chronic Q fever is rare, but when it does happen, it can lead to long-term complications such as heart valve infections and infections of the bones and joints, as well as vascular disease. Up to 15% of infected people will experience sever fatigue which can last for years and is extremely debilitating. Preventing Q Fever Prevention is the best protection. Key strategies include: Vaccination : The Q fever vaccine is highly effective but requires pre-screening to avoid adverse reactions. Pre-screening will identify those who have been previously exposed or have been previously vaccinated for Q fever. Safe Work Practices : Minimise dust in animal handling areas. Use protective clothing and masks (PPE). Practice good hygiene, including handwashing after contact with animals. Education and Awareness : Employers should train workers on risks and prevention measures. Health Monitoring : Encourage workers to report symptoms early for timely medical intervention. Employer Responsibilities Employers have a duty to provide a safe workplace. If there may be a risk of exposure to Q Fever in their workplace, this includes: Offering vaccination programs Implementing dust control measures Providing personal protective equipment (PPE) Ensuring staff are informed about Q fever risks and prevention Identification of high-risk areas of the workplace Having a workplace Q fever policy As with all workplace hazards, the employer has a duty to provide a safe workplace and to control risks to health as far as reasonably practicable. They also have a duty to consult with their employees and their health and safety representatives (HSRs). This includes during the hazard identification process, which making decisions on how to control risks, and when monitoring how the control measures are working. Building a Safer Future Q fever is preventable, but only if workplaces and individuals take proactive steps. Vaccination, hygiene, and awareness are the cornerstones of prevention. For those working with animals or animal products, staying informed and protected is not just about personal health—it’s about safeguarding the entire community. Q fever is a workplace hazard that demands attention. With vaccination and safe practices, we can protect workers, families, and communities from this hidden threat. More information on Q fever can be found at Q fever | Better Health Channel or at Preventing Q fever | WorkSafe Victoria
