Attacked at Work. Advice sought.
Discussion
Hello all,
I have registered a new account for this post, for anonymity. It is likely that other readers may work for the organisation in question, and the incident is still being investigated. For the same reasons, the information will be intentionally vague. Any advice or assistance would be required.
This incident relates to a friend of the family; a woman in her fifties. She works in a branch of the public health service in UK. She has been in the same job for thirty years and has always enjoyed it.
Recently she was attacked by a member of the public (a patient) in the course of her work. No serious physical injuries, although a number of cuts which was enough to draw blood. The person entered the ‘non-customer’ area and held her to the floor for a while, shouting, and then went on to cause significant damage to the premises. There was no physical barrier to stop him undertaking the attack, i.e. a locked door or other means. Police were called, statements were taken, and he was arrested.
After a week or so off work she returned with a positive mindset, although upon entering the building, decided she wasn’t ready to go back. She was signed off for two weeks due to the associated anxiety and she wasn’t sleeping. This period is nearly up and she has decided that she will hand her notice in and leave quietly.
She feels abandoned by the organisation that she has served for this long, as they have essentially tried to ignore it and sweep it under the carpet. She seems to think the limited contact they have had with her is very calculated and the questions that have been posed to her seem rather strategic. (Note: Maybe that’s just how these things work). No efforts have been made to make the work place any safer and a few of the other staff have since raised their concerns.
It seems a shame that after thirty years’ service that it would come to this. She would almost certainly have worked there until retirement and at her age and considering her limited skill set, I can’t see her picking up any employment. I don’t know the details of her employment, but I can’t see this helping her pension and rights as an employee.
At the advice of her colleagues, she has taken ‘legal advice’ from a no-win no-fee outfit, who are looking into it. I am rather skeptical about this.
I said that she should stick it out if possible and try to work through it with the employer. This will serve to keep her in the strongest position surely? Easier to say when you haven’t been involved directly I know.
Is there any recourse that should be considered here? Any practical words of wisdom?
I have registered a new account for this post, for anonymity. It is likely that other readers may work for the organisation in question, and the incident is still being investigated. For the same reasons, the information will be intentionally vague. Any advice or assistance would be required.
This incident relates to a friend of the family; a woman in her fifties. She works in a branch of the public health service in UK. She has been in the same job for thirty years and has always enjoyed it.
Recently she was attacked by a member of the public (a patient) in the course of her work. No serious physical injuries, although a number of cuts which was enough to draw blood. The person entered the ‘non-customer’ area and held her to the floor for a while, shouting, and then went on to cause significant damage to the premises. There was no physical barrier to stop him undertaking the attack, i.e. a locked door or other means. Police were called, statements were taken, and he was arrested.
After a week or so off work she returned with a positive mindset, although upon entering the building, decided she wasn’t ready to go back. She was signed off for two weeks due to the associated anxiety and she wasn’t sleeping. This period is nearly up and she has decided that she will hand her notice in and leave quietly.
She feels abandoned by the organisation that she has served for this long, as they have essentially tried to ignore it and sweep it under the carpet. She seems to think the limited contact they have had with her is very calculated and the questions that have been posed to her seem rather strategic. (Note: Maybe that’s just how these things work). No efforts have been made to make the work place any safer and a few of the other staff have since raised their concerns.
It seems a shame that after thirty years’ service that it would come to this. She would almost certainly have worked there until retirement and at her age and considering her limited skill set, I can’t see her picking up any employment. I don’t know the details of her employment, but I can’t see this helping her pension and rights as an employee.
At the advice of her colleagues, she has taken ‘legal advice’ from a no-win no-fee outfit, who are looking into it. I am rather skeptical about this.
I said that she should stick it out if possible and try to work through it with the employer. This will serve to keep her in the strongest position surely? Easier to say when you haven’t been involved directly I know.
Is there any recourse that should be considered here? Any practical words of wisdom?
Edited by AdviceHunter on Friday 19th September 02:16
Has she spoken to her employer to raise her concerns?
Some employers will purposely not contact an employer when they've been off with anxiety to give them time apart from work. It does sound like there's been some contact given your comments, so they may well have just limited that contact whilst she was off and are waiting for her return to give her support etc.
I think it's a little foolish rushing off to lawyers before giving the employer a chance to put things right.
Some employers will purposely not contact an employer when they've been off with anxiety to give them time apart from work. It does sound like there's been some contact given your comments, so they may well have just limited that contact whilst she was off and are waiting for her return to give her support etc.
I think it's a little foolish rushing off to lawyers before giving the employer a chance to put things right.
No expert here at all but would concur with the above, go and talk to the management / HR / boss about the situation and her ongoing concerns and anxiety ...
They themselves my not be aware of the extent and the fact that they may be using a valuable member of staff of 30 years for the sake of some simple changes.
Going to the lawyers should only be there as an option when discussion with the employer fails, give that a chance first.
If she is nervous about talking to them about this get a union rep or a family member / friend of family to sit in with her.
They themselves my not be aware of the extent and the fact that they may be using a valuable member of staff of 30 years for the sake of some simple changes.
Going to the lawyers should only be there as an option when discussion with the employer fails, give that a chance first.
If she is nervous about talking to them about this get a union rep or a family member / friend of family to sit in with her.
this is when a union membership would come in handy
if she is a member get them involved , if she isn't a member , request meeting with senior HR manager setting out her and her colleagues concerns, request a change of duties until she feels more able to cope with her old position.
good luck to her anyway
ps more sick time may help?
if she is a member get them involved , if she isn't a member , request meeting with senior HR manager setting out her and her colleagues concerns, request a change of duties until she feels more able to cope with her old position.
good luck to her anyway
ps more sick time may help?
NHS has numerous people to help with things like this, occupational health for one. There's a few routes open to her, I would suggest going to OH first, keeping manager informed, and see then. As an absolute last resort it shouldn't be an issue being redeployed, esp under circumstances and NHS recruiting issues at the moment.
Is this the only time it's occurred in 30 years? Whilst I can understand her concerns, it sounds like an isolated incident. It also sounds like a bit of added security (like a yale lock/finger-print entry/key code entry) would (should) remove, or at least minimise, any risk of it happening again (and if it is an isolated incident then the chances are it wouldn't happen again anyway).
Give the employer chance to propose changes before suing them!
Rather than resign can she be moved to a different part of the building which would make her feel safer?
Give the employer chance to propose changes before suing them!
Rather than resign can she be moved to a different part of the building which would make her feel safer?
I think BV is right - way too early for lawyers but speaking to a union rep if she has one is a good idea.
If part of the anxiety is a fear that the incident could recur then this needs to be raised with management. Has her situation/work place been risk assessed? If it is a front line NHS position such as an A&E department where it is known that drugs/alcohol/mental health issues of patients are a known high risk for staff they will have security close by, panic alarms etc. If the friends department is not seen as a risk then none of this may be appropriate - however it does not hurt to ask.
Redeployment does seem to be a fair request in the circumstances and she should not 'throw away' 30 years service without exploring this. If the employers don't play ball and the anxiety remains or increases then long term sick might follow. The employers 'should' make reasonable adjustments to accommodate her - if not she may get an offer of some sort to leave/early retirement etc.
If part of the anxiety is a fear that the incident could recur then this needs to be raised with management. Has her situation/work place been risk assessed? If it is a front line NHS position such as an A&E department where it is known that drugs/alcohol/mental health issues of patients are a known high risk for staff they will have security close by, panic alarms etc. If the friends department is not seen as a risk then none of this may be appropriate - however it does not hurt to ask.
Redeployment does seem to be a fair request in the circumstances and she should not 'throw away' 30 years service without exploring this. If the employers don't play ball and the anxiety remains or increases then long term sick might follow. The employers 'should' make reasonable adjustments to accommodate her - if not she may get an offer of some sort to leave/early retirement etc.
I think it depends on what kind of place she works at.
Is it likely that staff will be attacked?
I don't think we want a scenario where everything is on 'lock down'. For exmaple, we have 3 doors to go through to get into work - its ridiculous.
If it wasn;t serioues 9and I spsoe that is relative) I woudl expect her to get on with it and that is probably what the employer is hoping will happen. I am surprised they haven't gone overboard with security if they are a public body.
Is it likely that staff will be attacked?
I don't think we want a scenario where everything is on 'lock down'. For exmaple, we have 3 doors to go through to get into work - its ridiculous.
If it wasn;t serioues 9and I spsoe that is relative) I woudl expect her to get on with it and that is probably what the employer is hoping will happen. I am surprised they haven't gone overboard with security if they are a public body.
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff