1. Ivana Břeňková Andrea Beranová Third party violence in Healthcare and Social sector

2. Third party violence no legal regulation dealing with prevention of third party violence and possibilities of protection of the victim or against the offender violence from an aggressive patient/client or members of their families The role of the employer and the trade union organization the employer has a legal obligation to assure safety and protection of employees identification of individual risks and taking appropriate steps for their prevention and elimination participation of a representative of trade unions in this process is set by the law

3. Third party violence in health and social care institutions Diagnostic research of current situation on third party violence in health and social care Created training courses with the accreditation for obligatory health staff life-long learning, applicable to other branches of industry as well Training of workers, ballanced courses of practical and theoretical knowledge: 1200 employees trained!! 14 intervention teams for emergency situations of third party violence, covering the whole area of the Czech Republic Facts and figures

4. Third party violence in health and social care institutions Year 2004 2011 Number of respondents 1500 2520 Experienced TPV 31% 25% from this public sector TPV 66% 71% Experienced physical TPV 17% 12% Experienced psychological TPV 44% 38% Facts and figures II.

5. The facts about TPV Trade Union of the Health Service and Social Care (TUHSSC) has prepared a sample agreement regarding prevention of violent behaviour at workplaces It should contain: not only theoretical definition of workplace violence procedures for dealing with any possible case of violence obligation to report and provide information setting up an advisory commission to deal with a case of workplace violence Unfortunately, that agreement is still not used in everyday practice very often.

6. Anti-discrimination Act The Act came into force on 1 st September 2009 - transposed above all individual European directives regarding equal treatment into the law. Act defines direct and indirect discrimination sexual harassment persecution the means of legal protection - the affected person has the right to sue the case of violation at the court to stop the discrimination or to remove the consequences of the discrimination - if rectification according is not sufficient, they have the right to financial compensation for intangible property detriment -the amount of compensation shall be set by the court with regard to seriousness of the detriment and circumstances of the violence

7. The punishment for violence CR has only aggravation circumstances in attack at the health or social staff. from 1. 10. 2010 clasic punishment health staff higher punishment persecution1 year3 - 0 yrs murder10 - 18 years15 - 20 yrs grievous bodily harm3 - 10 years5 - 12 yrs bodily injury0,5 - 3 years1 - 5 yrs is applied to cases of unequal treatment or mobbing at work from: side of superiors colleagues third person against the employee It is mostly applied in cases of psychical violence. Summary of punishments

8. The compensation includes loss of earnings during the temporary inability to work including the time after the inability pain and worsened exercise of social rights reasonably used costs of medical treatment material damage The person responsible is the employer; the damages are in fact paid by the insurance company. Working alone Working in contact with the public Working with objects of value Working with people in distress Working in conditions of special vulnerability The employer is obliged to provide compensation to his employee who suffered an injury at work! The compensation

9. The employer can avoid the care if the patient: seriously violates the rights of other patients intentionally and continuously breaks the suggested individual medical care if he/she had expressed agreement with that provision of medical services if he/she does not observe the domestic rules his/her behaviour is not caused by his/her state of health. The employer can´t avoid the care if the patient: patient needs emergency care If the mother is delivering a baby if the provided care is necessary from the point of view of public health protection of health at work or if the care is provided in a crisis situation in case of protective medical cure ordered by a law court Patient’s legal responsibilities

10. Warning signals Aggressive postures and attitudes Repeated manifestations of discontent Irritation and frustration Alterations in tone of voice, sweating, muscle tension The escalation of signals Building up of tense situations

11. The salary in health and social sector Average earnings in the national economy: 24 500 CZK Average earnings in health and social services:18 500 CZK Employees: in social services are under-reported are not warriors, workers went into the sphere of social services to help people Unions will continue to act to increase salaries of employees in social services

12. Clients and family members T heme of violence, to which are employees exposed from third parties, is in the Czech Republic very underestimated !! Violence from clients or family members: vulgar swearing pushing kicking Employees in these sectors condone this behavior. They perceive it as: it's normal or it´s ok, he/she is ill.

13. TRADE UNION OF HEALTH SERVICE AND SOCIAL CARE CZECH REPUBLIC Ivana Břeňková, vicepresident Thank you for your attention.