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W? ]?v?i? f@ c@qA gA cA `A SApA kB jB eB \B ZBxBsC `CKC}CtD kD pD gD bD~DyE bE WE vF pF gF [FUFFzF uG lG bGJH rH wH kH qHH }I rI eIJ vJ zJ rJ jJbJYJJ ~K {KL ~L tL jM |M rMiM N ~N rNcNO O ~O zO rOjO]OTP qPQ Q Q vQ |QcR }RrRjS S |T T {U UrV V V {VjV]W WyWqW X Y [ [\ \x\j]]`a aaqC   ")$+*($''-2@7-0=0''8L9=CEHIH+6OUNFT@GHEC !!E.'.EEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEEE"/!1AQ"aq2Br#Rb!1AaQ"q ?Υt]Ǩ~7&ӸK>]^a (vo̝9rj/J R 'N󵗷9)HgtHW뢵'A/lVUt}b#-R~4F]qAWÊ|ewĖdjϧ:uЎ‡90)OŦ'O+NF""3FlAuQ3CX0nJG .*̔(@ it6VgY'|o_Hw(h}aZcRo$oNNcUw#T4ۚM5N!ԕ2gGq^@.QcqӠ~2?|IW>i *q(%R$:p-py E#}7Vee|DM(Sc!ދ|GD[YHG/?yK5O!4݉qܶG||0)N7ߝٝ_o\ٌUc$Mt^ܬ\L oL7vԘ2,a::#zbUن}9=G e+H!>_%7R<J)PfBqfo$bhJU+q:ɜy&8YA:P>o'VL$]7Ylh-2mngI`?Mw1,YTZbF]i^UtWoaJU]Kw6,cE޳\e1.vKeWiMc%n~('/Ct5gb8̮[iЗ(<W%02NbٳX#Kg9JVJ4y~0ǩB4C:eTp͒.L.Q3?CDEFGH@A,-.ef:LKM/X$R$15H?HT= c $  >z}@8+,g4(d(dPb~0Hbxppp@  <4!d!dbbV <4BdBdbbg4%d%dPb~0Hb 6p@ pp? *O =ľVIOLENCE IN THE WORKPLACE Paul D. Godec, Esq. Peter C. Middleton, Esq. STROMBERG CLEVELAND CRAWFORD & SCHMIDT, P.C. 4600 SOUTH ULSTER STREET, SUITE 300 DENVER, CO 80237 Telephone: (303) 388-9311 Facsimile: (303) 322-3872 www./ 20032 .P Violence in the WorkplaceBYou just overheard your receptionist say,  I carry a handgun in my purse to defend myself against my abusive ex-husband, but it will work on you too! Now what?I. SCOPE OF THE PROBLEMA. BIG PICTURE STATISTICS EACH YEAR between 1992 and 1996: * 2 million U.S. residents were crime victims at work. * More than 1,000 were killed. * 1.4 million were assaulted. * 84,000 were robbed. * 51,000 were raped or sexually assaulted. -Bureau of Justice Statistics (1998)$  ~A. BIG PICTURE STATISTICS  Each week in the United States, an average of 20 workers are murdered and 18,000 are assaulted while at work. -U.S. Dept. of Health & Human Resources (1996)8s$0rA. BIG PICTURE STATISTICS  [W]orkplace violence ranges from offensive language to homicide, and a reasonable definition of workplace violence is as follows: violent acts, including assaults and threats of assault, directed toward persons at work or on duty.  [H]omicide has become the second leading cause of occupational injury death, exceeded only by motor-vehicle-related deaths. -U.S. Dept. of Health & Human Resources (1996).Xc2jA. BIG PICTURE STATISTICS  Only 17% of female victims of workplace homicides were killed by a spouse or former spouse, whereas 29% of the female homicide victims in the general population were killed by a husband, ex-husband, boyfriend, or ex-boyfriend. -U.S. Dept. of Health & Human Resources (1996).\6)  E  i 2.A. BIG PICTURE STATISTICS Average Annual Workplace Victimization by Occupation (1992-1996): Retail Sales 292,500 Law Enforcement 240,500 Teaching 138,100 Medical 133,000 Mental Health 80,700 Transportation 73,900 Private Security 61,800 -Bureau of Justice Statistics (1998)>/( +_A. BIG PICTURE STATISTICS * Male workplace homicide victims outnumbered female victims by about 2 to 1. * Nearly 9 in 10 workplace violence victims were Caucasian. * About 70% of workplace violence victims were between 25 and 49 years of age. -Bureau of Justice Statistics (1998)j (  Q  3  V A. BIG PICTURE STATISTICS Non-Fatal Assaults in Health Care (1992-96) Occupation Annual # per 1,000 Average workers Total (all) 2,009,400 14.8 MEDICAL: Physicians 10,000 15.7 Nurses 69,500 24.8 Technicians 24,500 21.4 Other 56,800 10.7 MENTAL HEALTH: Providers 50,300 79.5 Custodial 8,700 63.3 Other 43,500 64.0>$N $PA. BIG PICTURE STATISTICS * About 20% of violent incidents in the workplace involved an armed offender. * A firearm was used in fewer than 10% of all workplace crimes. * Firearms were used in 80% of workplace homicides. * Health care workers faced an armed offender in 7% of violent crimes. -Bureau of Justice Statistics (1998)0Q(4 I. SCOPE OF THE PROBLEM!/B. POTENTIAL LIABILITIES 1. Civil Liabilities0/$Negligent Hiring or Retention Negligent Supervision or Training Outrageous Conduct Assumption of Duty Vicarious Liability through Agency Q/B. POTENTIAL LIABILITIES 1. Civil Liabilities00$4Example 1: Patient s wife is upset with medical care provided to husband. She and staff engage in heated confrontation. Staff calls security and security removes the woman from the premises by force. Woman suffered injuries and sued the hospital for negligent recruitment, hiring, retention, supervision and training of its staff and security personnel. Siepierski v. Penrose, 37 P.3d 537 (Colo. App. 2001)4fR/B. POTENTIAL LIABILITIES 1. Civil Liabilities00$JExample 2: Trucker applies for job. In application, trucker notes  no previous convictions. Employer hires him. Turns out, he did have previous convictions (for assault, burglary and domestic violence). While on a route, Trucker sexually assaulted a hotel receptionist who then sued the employer for negligent hiring in failing to perform adequate background check. Connes v. Molalla, 831 P.2d 1316 (Colo. 1992)2xS/B. POTENTIAL LIABILITIES 1. Civil Liabilities00$Employer is not an insurer for violent acts committed by its employees. Concept of DUTY Concept of FORESEEABILITY Concept of UNREASONABLE RISK Concept of REASONABLE CARE T/B. POTENTIAL LIABILITIES 1. Civil Liabilities00$An employer generally does not have a duty to supervise employees in their off-duty time unless the employee is on the employer s premises or possesses the employer s property. Biel v. Alcott, 876 P.2d 60 (Colo. App. 1993) The employee must be found liable for a tort in order for the employer to be liable for negligent supervision. Arnold v. Colo. St. Hosp., 910 P.2d 104 (Colo. App. 1995)Rr "2B. POTENTIAL LIABILITIES 2. Workers Compensation32$vGenerally, Workers Compensation is the exclusive remedy for an employee who is harmed by a fellow employee. Colo. Rev. Stat. 8-41-102 & -301 Courts look to  totality of circumstances to determine whether injury  arose out of and  in the scope of employment. Popovich v. Irelando, 811 P.2d 379 (Colo. 1991)N<m"w#,B. POTENTIAL LIABILITIES 3. OSHA Penalties-,$, Each employer & shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees. 29 U.S.C. 654(a)(1) (Occupational Safety & Health Act).8 K,B. POTENTIAL LIABILITIES 3. OSHA Penalties-,$ Any employer who willfully or repeatedly violates the requirements of section 654 of this title, any standard, rule, or & regulations prescribed pursuant to this chapter, may be assessed a civil penalty of not more than $70,000 for each violation, but not less than $5,000 for each willful violation. 29 U.S.C. 666(a) (Occupational Safety & Health Act).&e.5 L,B. POTENTIAL LIABILITIES 3. OSHA Penalties-,$An employer is not an insurer, and need not take steps to prevent hazards which are not generally foreseeable, including idiosyncratic behavior of an employee, but must do all it feasibly can to prevent foreseeable hazards including conduct by its employees. An employer may defend a charge that it violated OSHA by showing the taking of necessary precautions to prevent the occurrence of the violation. Gen l Dynamics Corp. v. Occ. Safety & Health Rev. Com n, 599 F.2d 453 (1st Cir. 1979).*7 $/B. POTENTIAL LIABILITIES 4. Lost Productivity0/$rTime for police and employer investigations. Time for workers compensation paperwork. Time to testify at criminal proceedings. Time to testify in workers comp. proceedings. Time to defend civil actions. Time to receive treatment for injuries. Time to schedule appointments with providers. Time to complete work for absent employees. Time is money for each hourly worker.sr%>B. POTENTIAL LIABILITIES 5. Doing Nothing v. Doing Something?>$Balancing test for employers: What risks and costs arise for injuries from workplace violence if no action is taken? What risks and costs arise for litigation if employer discharges an employee who creates a risk of harming other employees? Which case does employer want a jury to hear? What the employer does, and how the employer does it, before the incident may create or avoid liability?II. MYTHS OF WORKPLACE VIOLENCE  For the most part, workplace homicides are not the result of disgruntled workers who take out their frustrations on coworkers and supervisors, or of intimate partners and other relatives who kill loved ones in the course of a dispute; rather they are mostly robbery-related crimes. -U.S. Dept. of Health & Human Resources (1996).Fs   2II. MYTHS OF WORKPLACE VIOLENCE * Unlike homicides, non-fatal workplace assaults are distributed more equally between men (44%) and women (56%). * The majority of non-fatal assaults occurred in service (64%) and retail (21%) industries. * Of those services, 27% occurred in nursing homes, 13% in social services, and 11% in hospitals. * The source of injury in 45% of the cases was a health care patient. -U.S. Dept. of Health & Human Resources (1996).R"$+G 2.II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE//..II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE///.II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE//0.II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE//vII. MYTH: EMPLOYERS CANNOT ACT AGAINST  POTENTIAL VIOLENCE<<1vII. MYTH: EMPLOYERS CANNOT ACT AGAINST  POTENTIAL VIOLENCE<<2vII. MYTH: EMPLOYERS CANNOT ACT AGAINST  POTENTIAL VIOLENCE<<3vII. MYTH: EMPLOYERS CANNOT ACT AGAINST  POTENTIAL VIOLENCE<<!III. GENERAL WORKPLACE VIOLENCE'EIII. GENERAL WORKPLACE VIOLENCE A. DEFINITION OF WORKPLACE VIOLENCE(F!$&@III. GENERAL WORKPLACE VIOLENCE B. APPLICABLE CRIMINAL STATUTES(A!(@III. GENERAL WORKPLACE VIOLENCE B. APPLICABLE CRIMINAL STATUTES(A!III. GENERAL WORKPLACE VIOLENCE  HGC. EMPLOYEE TO EMPLOYEE VIOLENCE 1. Verbal violence/Affirmative threatsHG0zThreat to co-worker,  Stop calling me or I ll punch you in the face. Employer s warning:  Any single infraction & in the future will result in termination. Referral to EAP resulting in diagnosis of ADHD. One year later, became  irrational and increasingly erratic following disagreement with boss, and later fired. Suit under ADA rejected because  the ADA does not require that an employee whose unacceptable behavior threatens the safety of others be retained, even if the behavior stems from a mental disability[.] Calef v. Gillette Co., No. 02-1444 (1st Cir. 2003). *> !IGC. EMPLOYEE TO EMPLOYEE VIOLENCE 1. Verbal violence/Affirmative threatsHG0Severe mood swings that admittedly were  grossly out of proportion to any provocation or precipitating factors. Agreed to take short-term disability during which received diagnosis of Intermittent Explosive Disorder (IED). Treated with drugs and therapy, and returned to work. Months later, threatened to kill a manager who disparaged his performance. Co-worker reported threat, and employee was fired. ADA suit rejected because IED did not substantially interfere with any major life activity, and because ADA exception for health and safety of others. Koshko v. Gen l Elec. Co., No. 01-C-5069 (N.D. Ill. 2003). @g d$JEC. EMPLOYEE TO EMPLOYEE VIOLENCE 2. Verbal violence/Defensive threatsFF8Suppose in response to Calef s threat to punch the coworker in the face, the coworker responded,  I carry a handgun in my purse to defend myself against my abusive ex-husband, but it will work on you too! Should employers treat defensive threats differently from affirmative threats?III. GENERAL WORKPLACE VIOLENCE   'IV. DOMESTIC VIOLENCE IN THE WORKPLACE('$A. Definition of Domestic Violence  Domestic violence means an act or threatened act of violence upon a person with whom the actor is or has been involved in an intimate relationship.  Intimate relationship means a relationship between spouses, former spouses, past or present unmarried couples, or person who are both the parents of the same child regardless of whether the persons have been married or have lived together at any time. Colo. Rev. Stat. 18-6-800.3(1) & (2)0#$8A. Definition of Domestic Violence  Domestic violence also includes any other crime against a person or against property or any municipal ordinance violation against a person or against property, when used as a method of coercion, control, punishment, intimidation, or revenge directed against a person with whom the actor is or has been involved in an intimate relationship. Colo. Rev. Stat. 18-6-800.3(1) <#(KA. Definition of Domestic Violence  Domestic abuse means any act or threatened act of violence committed by any person against another person with whom the actor is a current or former relation, or with whom the actor is living or has lived in the same domicile, or with whom the actor is involved or has been involved in an intimate relationship. Colo. Rev. Stat. 14-4-101(2)R#(0v <B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0One-third of all female patients seeking emergency treatment are victims of domestic abuse. Domestic abuse is the leading cause of injury for women between 15 and 44.  What the Doctor Should Do, Time (6/29/92)D, )<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0 It shall be the duty of every [physician] who attends or treats ... any ... injury arising from the discharge of a firearm, or an injury caused by a ... sharp or pointed instrument that the [physician] believes to have been intentionally inflicted ... or ... has reason to believe involves a criminal act, including injuries resulting from domestic violence, to report such injury at once to the police .... Colo. Rev. Stat. 12-36-135(1) (emphasis added).<3330*<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0 Any [physician] who fails to make a report as required by this section commits a class 2 petty offense ... and, upon conviction thereof, shall be punished by a fine of not more than three hundred dollars, or by imprisonment in the county jail for not more than ninety days, or by both such fine and imprisonment. Colo. Rev. Stat. 12-36-135(1).[Z+<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0 Any [physician] who, in good faith, makes a report ... shall have immunity from any liability, civil or criminal, that might otherwise be incurred or imposed with respect to the making of such report, and shall have the same immunity with respect to participation in any judicial proceedings resulting from such report. Colo. Rev. Stat. 12-36-135(2).ba,<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0 Any [physician] who makes a report ... shall not be subject to the physician-patient relationship ... as to the medical diagnosis and treatment. Such [physician] may be examined as a witness, but not as to statements made by the patient that are the subject matter [of any other physician-patient privilege]. Colo. Rev. Stat. 12-36-135(3).XW-<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0zThe duty to report to police abrogates the physician-patient privilege only for testimony about information received from the physician s observations that led to a diagnosis about criminal conduct, but not about any other statements made by the patient to the physician. People v. Covington, 19 P.3d 15 (Colo. 2001)2> M<B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=< 0 [P]hysicians should routinely inquire about physical, sexual, and psychological abuse as part of a medical history [and] consider abuse as a differential diagnosis & particularly when treating women.  The physician should comply with the laws requiring reporting of suspected cases of abuse & . AMA Ethics Guideline E-2.02.ED::B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;: 0 Disturbingly, the very pieces of paper designed to protect women -- divorce decrees, arrest warrants, court orders of protection -- are often read by enraged men as a license to kill.  When violence hits home, Time (7/4/94): ;:B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;; @Breackenridge v. City of Aurora, No. 93 C 829 (D. Colo. 1993). Husband sexually assaulted daughter and stabbed wife. Wife obtained a restraining order. Husband made threatening call in violation of order. Wife informed police about threatening call, although husband s whereabouts were unknown. Four hours later, husband arrived at apartment. Husband used shotgun to kill father-in-law and shot off daughter s hand. ,<:B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;; Gonzales v. City of Castle Rock, No 01-1053 (10th Cir. 2002). Restraining order against husband in divorce proceedings. Abducted daughters, ages 10, 9 & 7, contrary to custody orders in divorce proceedings. Wife advised Castle Rock Police that husband had called, and that he had daughters at Elich Gardens in Denver. Castle Rock Police took no affirmative action. Hours later, husband killed daughters and drove to Castle Rock Police Dept. to commit  suicide by cop. ,=:B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;;  A peace officer shall use every reasonable means to enforce a [restraining] order. A peace officer shall arrest, or, if an arrest would be impractical under the circumstances, seek a warrant for the arrest of the restrained person when . . . [t]he restrained person has violated or attempted to violate any provision of a [restraining] order. Colo. Rev. Stat. 18-6-803.5(3)(a) & (b).?zB. SIGNS OF DOMESTIC VIOLENCE 3.  Off Duty Domestic Violence>> In 96% of domestic violence, a victim will have some related problem at her workplace. ABA Com n on Domestic Violence (2003) Workplace harassment causes 50% of these women to lose their jobs. Gen l Accounting Office (1998) Domestic violence costs employers $1.8 billion per year in sick leave, absenteeism, and lost productivity. Center for Disease Control (2003)NlW%Dl!FzB. SIGNS OF DOMESTIC VIOLENCE 3.  Off Duty Domestic Violence>> H Employers shall permit an employee to request or take up to three working days of leave from work in any twelve-month period, with or without pay, if the employee is a victim of domestic abuse, ... if such employee is ...:  (I) Seeking a civil protection order ...;  (II) Obtaining medical care or mental health counseling or both for ... herself or ... her children ...;  (III) Making ... her home secure from the perpetrator ...;  (IV) Seeking legal assistance to address & domestic abuse[.] Colo. Rev. Stat. 24-34-402.7(1)(a) (emphasis added).2%7!GzB. SIGNS OF DOMESTIC VIOLENCE 3.  Off Duty Domestic Violence>>  The [leave] provisions ... shall apply to employers who employ fifty or more employees and to employees who have been employed with the employer for twelve months or more.  An employee seeking leave & , prior to receiving such leave, shall exhaust any and all annual or vacation leave, personal leave, and sick leave & that may be available to the employee, unless the employer waives this requirement. Colo. Rev. Stat. 24-34-402.7(1)(b) & (2)(b). V. WEAPONS IN THE WORKPLACE$@4A. Concealed Handguns 1. Concealed Handguns Permits54 A sheriff shall issue a permit to carry a concealed handgun to a person who: (a) Is a legal resident of Colorado; (b) Is at least 21 years of age; (c) submits evidence of completion of a handgun training class (or similar evidence of handgun competency); and (d) Is not otherwise ineligible to obtain a concealed handgun permit under state or federal law. Colo. Rev. Stat. 18-12-203 (effective May 17, 2003).A4A. Concealed Handguns 1. Concealed Handguns Permits54 Ineligible persons for permit to carry concealed handguns: (a) Persons previously convicted of felonies; (b) Persons convicted of perjury in applying for permits; (c) Persons who chronically and habitually use alcohol to the point of impairment; (d) Persons who are addicted to controlled substances; and (e) Persons subject to certain temporary and permanent restraining orders. Colo. Rev. Stat. 18-12-203 (effective May 17, 2003).B4A. Concealed Handguns 1. Concealed Handguns Permits54  A permit to carry a concealed handgun authorizes the permittee to carry a concealed handgun in all areas of the state, except as specifically limited in this section. A permit does not authorize the permittee to use a handgun in a manner that would violate a provision of state law. Colo. Rev. Stat. 18-12-214(1)(a) (emphasis added).HRCD4CAA. Concealed Handguns 2. Exceptions to Concealed Handgun PermitsBA  Nothing . . . shall be construed to limit, restrict, or prohibit in any manner the existing rights of a private property owner, private tenant, private employer, or private business entity. Colo. Rev. Stat. 18-12-214(5). Posted prohibitions against concealed handguns on the employer s premises? Personnel policies and procedures prohibiting concealed handguns by employees?FyD+A. Concealed Handguns 3. Public Facilities,+  A permit . . . does not authorize a person to carry a concealed handgun into a public building at which:  (a) Security personnel and electronic screening devices are permanently in place at each entrance to the building;  (b) Security personnel electronically screen each person who enters the building . . .; and  (c) Security personnel require each person who is carrying a weapon of any kind to leave the weapon in possession of security personnel . . .. Colo. Rev. Stat. 18-12-214(4).E/V. WEAPONS IN THE WORKPLACE B. Weapons Policies0/$LEmployers must make a fundamental decision: Will weapons in the workplace make employees safer by deterring or repelling criminals? Will weapons in the workplace increase chances of suicidal or accidental injury (or death) in the workplace? Will weapons in the workplace increase chances of patients using weapons against employees?MM &VI. EMPLOYMENT POLICIES AND PROCEDURES'& 6-A. Risk Assessment 1. Environmental Factors.- Engineering Controls: Crowding of employees and/or clients. Client comforts to avoid confusion, agitation or anger. Protective enclosures, alarms, panic buttons. Lighting, windows, blind spots, curved mirrors. Security systems, secure areas, and access restrictions. Locations of potential weapons, valuables, and drugs. Choice and arrangement of furnishings. Escape routes and phone location to summon police. Access to parking areas and vehicles.O0A. Risk Assessment 2. Processes and Procedures10 *Employee workloads causing fatigue and inattention. Employees working alone and vulnerable -- staffing levels. Transport or escort protocols for employees or customers. Emergency procedures for assistance or escape, including rendezvous points.  Password to trigger processes without alerting others. Distinguishing processes for known violent customers. Physical interventions, altercations, alerting police. Avoiding physical contact without losing verbal and visual contact. Movement of customers from waiting to treatment areas.N0A. Risk Assessment 2. Processes and Procedures10 [Wearing low heeled shoes and appropriate clothing to limit injury and avoiding jewelry that could strangle. Managing keys to secure areas to avoid improper access while having ready access when appropriate. Systems for checking on employees through audible or other contact if not visually accessible. Same sex chaperones for certain examinations.\@P[P0A. Risk Assessment 2. Processes and Procedures10 Policies must clearly define expectations for all employees for non-violent behavior, and to report violence. Policies must clearly specify supervisors responsibilities to respond to inappropriate behaviors. Policies must identify a hierarchy for obtaining help regarding violent behaviors. Policies must have uniform decision making and enforcement.`@P`90A. Risk Assessment 2. Processes and Procedures10 Policies must focus on the objective and factual -- the what happened with the where and how. Policies must train supervisors to disregard subjective considerations -- the who did it and the why it happened. Policies must train supervisors never to speculate -- particularly in emails or other official records. Policies must train supervisors never to react based only upon perceived physical or mental conditions.@P8P $8/A. Risk Assessment 3. Customers and Clientele0/  Flagging persons with histories of violence.  Flagging persons with known disorders, medications, or behaviors that could pose security risks. Reporting requirements for any improper conduct or comments by customers. Scheduling of security risks separate from other customers. Documenting or  charting of improper conduct or comments. Appropriate escorts and chaperones. xw VI. EMPLOYMENT POLICIES >pVI. EMPLOYMENT POLICIES B.  ZERO TOLERANCE DECLARATIONS(9 0 &VI. EMPLOYMENT POLICIES AND PROCEDURES'& VII. CASE STUDIESVIOLENCE IN THE WORKPLACE3 H.C. (Buzz) Cleveland, III, Esq. Paul D. Godec, Esq. Colleen M. Rea, Esq. Walter J. Landen, Jr., Esq. Peter C. Middleton, Esq. STROMBERG CLEVELAND CRAWFORD & SCHMIDT, P.C. 4600 SOUTH ULSTER STREET, SUITE 300 DENVER, CO 80237 Telephone: (303) 388-9311 Facsimile: (303) 322-3872 www./ 2003&4  3/      !"#$%&'()*+,-./0123 4 56Pb ` 333WcL+᷷Ҫ` 333WcL+᷷Ҫ` 999>?" dd@,?dd@ l2 " d@ ` n?" dd@   @@``@n?" dd@  @@``PR    @ ` ` p>>0  [(    s *    T Click to edit Master title style! !   c $t   RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  0Ժ  < 2   04p ?* 2l  TA޽h ?Purple mesh nFMҪ  Serene  ldP(     B CE,F    : C  @   `8j   s *PA p A T Click to edit Master title style! !  c $dA  `   A W#Click to edit Master subtitle style$ $  c $A `` A C* 2Wc  c $$A `  A E*(2Wc  c $A `  A E*(2Wcl  TA޽h ?Purple mesh nFMҪn 0 .&@( #   0HA P    =*   0$IA     ?* d  c $ ?    0IA  @  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  6IA `P   =*   6DJA `   ?* H  0޽h ? ̙33 04( @B@   0DGA P    =*   0GA     ?*   6HA `P   =*   6dHA `   ?* H  0޽h ? ̙33   &(  l  C $FAp   z  C FA  H  0޽h ? 333WcL+Ҫ  `L(  Ll L C A   A l L C A A H L 0޽h ? nFMҪT p|(    0dAp /I. SCOPE OF THE PROBLEM II. MYTHS OF WORKPLACE VIOLENCE III. GENERAL WORKPLACE VIOLENCE IV. DOMESTIC VIOLENCE IN THE WORKPLACE V. WEAPONS IN THE WORKPLACE VI. EMPLOYMENT POLICIES AND MANAGEMENT VII. CASE STUDIES* 28;  s *$A @ SVIOLENCE IN THE WORKPLACE&H  0޽h ? nFMҪ  ,$(  l  C A   A   0A@p LA. EMPLOYMENT STATISTICS   THE BIG PICTURE 1. Workplace Homicides 2. Workplace Non-Fatal Assaults 3. Other Crimes 4. Workplace violence in health care industry 6@P`2P %mmH  0޽h ? nFMҪ|   (  l  C DA0  A H  0޽h ? nFMҪ|   ,(  ,l , C dA@   A H , 0޽h ? nFMҪ|   0(  0l 0 C A` 0  V H 0 0޽h ? nFMҪ|   4(   4l 4 C DA0   V H 4 0޽h ? nFMҪ|    (  l  C LV   V H  0޽h ? nFMҪ|     ( }@:@  l   C MV@ @`  V H   0޽h ? nFMҪ|    $(  $l $ C OV 0`  V H $ 0޽h ? nFMҪ|    ((   (l ( C PV `  V H ( 0޽h ? nFMҪ   0(  r  S $SVP`  V ~  0SV@p B. POTENTIAL LIABILITIES AND COSTS 1. Civil Liability 2. Workers Compensation 3. OSHA Penalties 4. Lost Productivity 5. Cost of Doing Nothing v. Cost of Doing Something @y@P7`2P %mmH  0޽h ? nFMҪ   `(  `l ` C SV   V l ` C DTV V H ` 0޽h ? nFMҪ  0`(  `l ` C TV   V l ` C UV V H ` 0޽h ? nFMҪ  @d( 80 dl d C $VV   V l d C VV V H d 0޽h ? nFMҪ  Ph( t hl h C V   V l h C V V H h 0޽h ? nFMҪ  `p( pܝ pl p C V   V l p C V V H p 0޽h ? nFMҪ  pd$(  \@}@ dr d S tV   V r d S V V H d 0޽h ? nFMҪ  h$( }@\@ hr h S V   V r h S V V H h 0޽h ? nFMҪ 4 8$(  8r 8 S 4V   V r 8 S V V H 8 0޽h ? nFMҪ 5 @$( r @r @ S V   V r @ S tV V H @ 0޽h ? nFMҪ  l$(   lr l S V   V r l S 4V V H l 0޽h ? nFMҪ  p$( u@C@ pr p S W   V r p S dW @ V H p 0޽h ? nFMҪ|   (  l  C DW 0  V H  0޽h ? nFMҪ  D(  Dr D S W 0  W H D 0޽h ? nFMҪ  (    0$W >1. Dehumanizing/objectifying. People who treat others as less than human may later become violent to others. Name-calling, belittling, and swearing may evidence feelings of superiority over others. Examples: Referring to others as animals, or calling the boss  the little tyrant. 6 @P %mm  C xW0e0e P  W H  0޽h ? nFMҪ , D<(    0W Z2. Threatening/intimidating behaviors. Violent workers often tell co-workers of their intent to harm others. Direct or indirect threats that someone else  is going to pay for some minor transgression.  Firing an aimed index finger like a firearm at a supervisor s back. People who lack abilities to exercise control in acceptable ways may threaten or use violence instead.>x@P"P %mm  C xDW0e0e   W H  0޽h ? nFMҪ - (    0W 33. Verbal altercations. Offensive taunts, offers to fight, shoves, punches, or slaps are rare among well-adjusted adults. Disproportionate reactions in responding to social offenses with violent threats of force. Willingness to fight evidences ability to escalate beyond appropriate workplace boundaries. D3@P`2P %mm  C xW0e0e P  W H  0޽h ? nFMҪT .  |( 8w0w0  b  0dW  4. Physical altercations. People who were physically violent in the past are the most likely to become physically violent again. Physical altercations overcompensate for missing verbal or intellectual coping skills. Engaging in fights evidences low value for others health and safety and disregard for acceptable boundaries. H@P`2P- %mm  C xW0e0e P  W H  0޽h ? nFMҪ  *"0H( HZ Z H H 0$W @1. Pre-employment screening. Hire well-adjusted employees. Avoid prospective hires with a hint of past inappropriate or violent behaviors. Conduct thorough background investigations. Make careful and probing reference checks. .@P`2P %mm H C xW0e0e P  W H H 0޽h ? nFMҪ$ / @L(  2  0W N2. Training. Train supervisors to recognize inappropriate or  red flag behaviors in employees. Train supervisors to react appropriately to inappropriate behaviors. V@PJ  I    %mm  C xDW0e0e P  W H  0޽h ? nFMҪ> 0 Pf( ~\~ L  0W@@[ 3. Policy development. Policies must have support from the highest levels of the organization. Policies must embody an organizational culture of non-violence. @P  %mm  C xW0e0e P  W H  0޽h ? nFMҪ 1 RJ`(    0dW~ h4. Interventions ( Cries for help ). Employers must consider how the organization will react in workplace violence situations. What will the organization do for victims? What will the organization do about perpetrators? What will the organization do to protect itself?  @P  %mm  C xW0e0e P  W H  0޽h ? nFMҪ  1)p(    S $W  W %  0W EA. DEFINITION OF WORKPLACE VIOLENCE B. APPLICABLE CRIMINAL STATUTES .E@P`2PE %mmH  0޽h ? nFMҪP  xx(  x x S W  W % x 0T/X$  ^ .@P`2P %mm x 0/X0  8 [W]orkplace violence ranges from offensive language to homicide, and a reasonable definition of workplace violence is as follows: violent acts, including assaults and threats of assault, directed toward persons at work or on duty. -U.S. Dept. of Health & Human Resources (1996).>c/H x 0޽h ? nFMҪ  ~vt( [ t t S 0X  W % t 0t0X$  ^ .@P`2P %mm t 00X0  (18-9-111. Harassment -- Stalking. (1) A person commits harassment if, with intent to harass, annoy or alarm another person, he or she: (a) Strikes, shoves, kicks, or otherwise touches or subjects [another person] to physical contact[.] *!H t 0޽h ? nFMҪ^  |(  | | S 41X  W % | 01X$  ^ .@P`2P %mm | 01Xp ^18-9-111. Harassment -- Stalking. (1) A person commits harassment if, with intent to harass, annoy or alarm another person, he or she: . . . . (e) Initiates communication with a person, anonymously or otherwise by telephone, computer, computer network, or computer system in a manner intended to harass or threaten bodily injury or property damage, or makes any comment, request, suggestion, or proposal ... that is obscene[.] &!H | 0޽h ? nFMҪ  y( x   S T2X  X %Q  02XP@ C. EMPLOYEE TO EMPLOYEE VIOLENCE 1. Verbal violence/Affirmative or Offensive Threats. 2. Verbal violence/Responsive or Defensive Threats. *@< ;;_%mmH  0޽h ? nFMҪ  ((  (l ( C 3X`  X l ( C t3X  X H ( 0޽h ? nFMҪ  ,$( 9 ,r , S 4X`  X r , S 4X  X H , 0޽h ? nFMҪ  0( }@\@ 0l 0 C 6X   X l 0 C t6X X H 0 0޽h ? nFMҪ  G( x   S 8X 0  X %  09X@ 'D. EMPLOYEE TO CUSTOMER VIOLENCE 1. Patient restraint 2. Self-defense 3. Criminal conduct E. CUSTOMER TO EMPLOYEE VIOLENCE F. CUSTOMER TO CUSTOMER VIOLENCE G. STRANGER TO EMPLOYEE VIOLENCE,_@<c`2P;;_%mmH  0޽h ? nFMҪ  D<( Ҫp   S t9X   X %  09X@z VA. DEFINITION OF DOMESTIC VIOLENCE B. RECOGNIZING SIGNS OF DOMESTIC VIOLENCE 1. Customers seeking treatment 2. Employees Suffering Abuse C.  OFF-DUTY DOMESTIC VIOLENCE$@< `2P;;_%mmH  0޽h ? nFMҪ|   P( ,=@=0 Pl P C 4:X 0  W H P 0޽h ? nFMҪ   T( n, Tr T S :X 0  X H T 0޽h ? nFMҪ   0X( e Xr X S DX 0  X H X 0޽h ? nFMҪ ! @\( AU@ \l \ C X   X l \ C dX X H \ 0޽h ? nFMҪ " P$( [ r  S X   X r  S DXPp X H  0޽h ? nFMҪ # `$(  r  S X   X r  S dX X H  0޽h ? nFMҪ $ p$(  . r  S X   X r  S $X X H  0޽h ? nFMҪ % $( 8.8 r  S X   Z r  S DX Z H  0޽h ? nFMҪ & $( n r  S X   Z r  S X Z H  0޽h ? nFMҪ 6 H$( \X Hr H S $X   Z r H S X Z H H 0޽h ? nFMҪ 2 $( n r  S X   Z r  S X Z H  0޽h ? nFMҪ  (   l  C JZ   Z l  C KZPp Z H  0޽h ? nFMҪ  $( | 7 r  S dKZ   Z r  S KZ Z H  0޽h ? nFMҪ  (   l  C $LZ   Z l  C LZ Z H  0޽h ? nFMҪ  $( ?, r  S DMZ   Z r  S MZ Z H  0޽h ? nFMҪ   $(   r   S $OZ   Z r   S OZ Z H   0޽h ? nFMҪ  $$( ===``` $r $ S DPZ   Z r $ S PZ Z H $ 0޽h ? nFMҪ ' ia ( @    S dQZ   Z %9  0QZ@  A. CONCEALED HANDGUNS 1. Concealed Handgun Permits 2. Exceptions to Concealed Handgun Permits 3. Public Facilities B. WEAPONS POLICIES@<;;_%mmH  0޽h ? nFMҪ  0( ra l  C $RZ   Z l  C RZPp X H  0޽h ? nFMҪ  @ $(   r   S SZ   Z r   S TZ Z H   0޽h ? nFMҪ  P$( \X r  S dTZ   Z r  S TZ Z H  0޽h ? nFMҪ  `$(  r  S DVZ   Z r  S Z Z H  0޽h ? nFMҪ  p$(  r  S Z   Z r  S 4Z Z H  0޽h ? nFMҪ  (  l  C Z   Z l  C TZ Z H  0޽h ? nFMҪ ( [S( c   S 4Z  Z %+  0Z@Y qA. RISK ASSESSMENT AND MANAGEMENT 1. Environment Factors 2. Processes and Procedures 3. Customers or Clientele r@<q ;;_%mmH  0޽h ? nFMҪ  (  l  C Z   Z l  C TZ @ [ H  0޽h ? nFMҪ  T$(  Tr T S Z   [ r T S 4Z @ [ H T 0޽h ? nFMҪ  P$(  Pr P S Z   [ r P S Z [ H P 0޽h ? nFMҪ  X$( v Xr X S Z   [ r X S tZ [ H X 0޽h ? nFMҪ  $(  r  S 4Z  [ r  S Z [ H  0޽h ? nFMҪ  $(  r  S Z   [ r  S TZ [ H  0޽h ? nFMҪV ) ~(    S d][0  [ %  0][ @p ^B. PERILS OF  ZERO TOLERANCE DECLARATIONS 1. Terminations may trigger greater violence 2. Creates expectations for  zero incidence of violence 3. Diminishes flexibility and discretion for employer 4. Creates basis for claims of discrimination,Y@<1s@<;;_%mmH  0޽h ? nFMҪ 3 ZR( Ati   S $^[0  [ %*  0^[ @pP XWhite male anesthesiologist attacked black female nurse. The hospital did not discipline anesthesiologist under a  zero tolerance policy for workplace violence. Nurse sued for race discrimination for application of  zero tolerance policy against black and female nurses, but not against white male physicians. Court held that although policy created an employment benefit, physicians are not similarly situated to nurses for performance, qualifications or conduct. Young v. Univ. of Chicago Hosp., 2003 U.S. Dist. LEXIS 7766 (N.D. Ill., May 8, 2003).8-@<K7;;_%mmH  0޽h ? nFMҪ * ME (    S ^[  [ %  0D_[@p  mC. DOCUMENTATION OF INCIDENTS D. VIOLENCE PREVENTION PROGRAM E. REACTION MECHANISMS FOR INSTANCES OF VIOLENCEn@<n;;_%mmH  0޽h ? nFMҪ + ( 0( g   S _[  [ %H  0޽h ? nFMҪ   @ 2( d   r   S `[p  [    S d`[ [ H   0޽h ? 333WcL+Ҫ 0 x(  R  3    ^~  C _ @  ^  H  0޽h ? ̙33 0 xP( ! 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"--&TNPP & ՜.+,D՜.+,l"("    !On-screen Show YU STROMBERGwH,kP71 STimes New RomanMonotype SortsSereneVIOLENCE IN THE WORKPLACEViolence in the WorkplaceNo Slide TitleI. SCOPE OF THE PROBLEM A. BIG PICTURE STATISTICS EACH YEAR between 1992 and 1996: * 2 million U.S. residents were crime victims at work. * More than 1,000 were killed. * 1.4 million were assaulted. * 84,000 were robbed. * 51,000 were raped or sexually assaulted. -Bureau of Justice Statistics (1998)A. BIG PICTURE STATISTICS Each week in the United States, an average of 20 workers are murdered and 18,000 are assaulted while at work. -U.S. Dept. of Health & Human Resources (1996)A. BIG PICTURE STATISTICS [W]orkplace violence ranges from offensive language to homicide, and a reasonable definition of workplace violence is as follows: violent acts, including assaults and threats of assault, directed toward persons at work or on duty. [H]omicide has become the second leading cause of occupational injury death, exceeded only by motor-vehicle-related deaths. -U.S. Dept. of Health & Human Resources (1996).6A. BIG PICTURE STATISTICS Only 17% of female victims of workplace homicides were killed by a spouse or former spouse, whereas 29% of the female homicide victims in the general population were killed by a husband, ex-husband, boyfriend, or ex-boyfriend. -U.S. Dept. of Health & Human Resources (1996)./A. BIG PICTURE STATISTICS Average Annual Workplace Victimization by Occupation (1992-1996): Retail Sales 292,500 Law Enforcement 240,500 Teaching 138,100 Medical 133,000 Mental Health 80,700 Transportation 73,900 Private Security 61,800 -Bureau of Justice Statistics (1998) A. BIG PICTURE STATISTICS * Male workplace homicide victims outnumbered female victims by about 2 to 1. * Nearly 9 in 10 workplace violence victims were Caucasian. * About 70% of workplace violence victims were between 25 and 49 years of age. -Bureau of Justice Statistics (1998)A. BIG PICTURE STATISTICS Non-Fatal Assaults in Health Care (1992-96) Occupation Annual # per 1,000 Average workers Total (all) 2,009,400 14.8 MEDICAL: Physicians 10,000 15.7 Nurses 69,500 24.8 Technicians 24,500 21.4 Other 56,800 10.7 MENTAL HEALTH: Providers 50,300 79.5 Custodial 8,700 63.3 Other 43,500 64.0QA. BIG PICTURE STATISTICS * About 20% of violent incidents in the workplace involved an armed offender. * A firearm was used in fewer than 10% of all workplace crimes. * Firearms were used in 80% of workplace homicides. * Health care workers faced an armed offender in 7% of violent crimes. -Bureau of Justice Statistics (1998)I. SCOPE OF THE PROBLEM0B. POTENTIAL LIABILITIES 1. Civil Liabilities0B. POTENTIAL LIABILITIES 1. Civil Liabilities0B. POTENTIAL LIABILITIES 1. Civil Liabilities0B. POTENTIAL LIABILITIES 1. Civil Liabilities0B. POTENTIAL LIABILITIES 1. Civil Liabilities3B. POTENTIAL LIABILITIES 2. Workers Compensation-B. POTENTIAL LIABILITIES 3. OSHA Penalties-B. POTENTIAL LIABILITIES 3. OSHA Penalties-B. POTENTIAL LIABILITIES 3. OSHA Penalties0B. POTENTIAL LIABILITIES 4. Lost Productivity?B. POTENTIAL LIABILITIES 5. Doing Nothing v. Doing SomethingsII. MYTHS OF WORKPLACE VIOLENCE For the most part, workplace homicides are not the result of disgruntled workers who take out their frustrations on coworkers and supervisors, or of intimate partners and other relatives who kill loved ones in the course of a dispute; rather they are mostly robbery-related crimes. -U.S. Dept. of Health & Human Resources (1996).II. MYTHS OF WORKPLACE VIOLENCE * Unlike homicides, non-fatal workplace assaults are distributed more equally between men (44%) and women (56%). * The majority of non-fatal assaults occurred in service (64%) and retail (21%) industries. * Of those services, 27% occurred in nursing homes, 13% in social services, and 11% in hospitals. * The source of injury in 45% of the cases was a health care patient. -U.S. Dept. of Health & Human Resources (1996)./II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE/II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE/II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE/II. MYTH: VIOLENCE IS RANDOM AND UNPREDICTABLE<II. MYTH: EMPLOYERS CANNOT ACT AGAINST POTENTIAL VIOLENCE<II. MYTH: EMPLOYERS CANNOT ACT AGAINST POTENTIAL VIOLENCE<II. MYTH: EMPLOYERS CANNOT ACT AGAINST POTENTIAL VIOLENCE<II. MYTH: EMPLOYERS CANNOT ACT AGAINST POTENTIAL VIOLENCE"III. GENERAL WORKPLACE VIOLENCEFIII. GENERAL WORKPLACE VIOLENCE A. DEFINITION OF WORKPLACE VIOLENCEAIII. GENERAL WORKPLACE VIOLENCE B. APPLICABLE CRIMINAL STATUTESAIII. GENERAL WORKPLACE VIOLENCE B. APPLICABLE CRIMINAL STATUTES III. GENERAL WORKPLACE VIOLENCEHC. EMPLOYEE TO EMPLOYEE VIOLENCE 1. Verbal violence/Affirmative threatsHC. EMPLOYEE TO EMPLOYEE VIOLENCE 1. Verbal violence/Affirmative threatsFC. EMPLOYEE TO EMPLOYEE VIOLENCE 2. Verbal violence/Defensive threats III. GENERAL WORKPLACE VIOLENCE(IV. DOMESTIC VIOLENCE IN THE WORKPLACEA. Definition of Domestic Violence Domestic violence means an act or threatened act of violence upon a person with whom the actor is or has been involved in an intimate relationship. Intimate relationship means a relationship between spouses, former spouses, past or present unmarried couples, or person who are both the parents of the same child regardless of whether the persons have been married or have lived together at any time. Colo. Rev. Stat. 18-6-800.3(1) & (2)A. Definition of Domestic Violence Domestic violence also includes any other crime against a person or against property or any municipal ordinance violation against a person or against property, when used as a method of coercion, control, punishment, intimidation, or revenge directed against a person with whom the actor is or has been involved in an intimate relationship. Colo. Rev. Stat. 18-6-800.3(1) A. Definition of Domestic Violence Domestic abuse means any act or threatened act of violence committed by any person against another person with whom the actor is a current or former relation, or with whom the actor is living or has lived in the same domicile, or with whom the actor is involved or has been involved in an intimate relationship. Colo. Rev. Stat. 14-4-101(2)=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment=B. SIGNS OF DOMESTIC VIOLENCE 1. Customers Seeking Treatment;B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse;B. SIGNS OF DOMESTIC VIOLENCE 2. Employees Suffering Abuse>B. SIGNS OF DOMESTIC VIOLENCE 3. Off Duty Domestic Violence>B. SIGNS OF DOMESTIC VIOLENCE 3. Off Duty Domestic Violence>B. SIGNS OF DOMESTIC VIOLENCE 3. Off Duty Domestic ViolenceV. WEAPONS IN THE WORKPLACE5A. Concealed Handguns 1. Concealed Handguns Permits5A. Concealed Handguns 1. Concealed Handguns Permits5A. Concealed Handguns 1. Concealed Handguns PermitsBA. Concealed Handguns 2. Exceptions to Concealed Handgun Permits,A. Concealed Handguns 3. Public Facilities0V. WEAPONS IN THE WORKPLACE B. Weapons Policies'VI. EMPLOYMENT POLICIES AND PROCEDURES.A. Risk Assessment 1. Environmental Factors1A. Risk Assessment 2. Processes and Procedures1A. Risk Assessment 2. Processes and Procedures1A. Risk Assessment 2. Processes and Procedures1A. Risk Assessment 2. Processes and Procedures0A. Risk Assessment 3. Customers and ClienteleVI. EMPLOYMENT POLICIES9VI. EMPLOYMENT POLICIES B. ZERO TOLERANCE DECLARATIONS'VI. EMPLOYMENT POLICIES AND PROCEDURESVII. CASE STUDIESVIOLENCE IN THE WORKPLACE  Fonts UsedDesign Template Slide TitlesP 6> _PID_GUIDAN{8B38F94D-FD8A-11D7-B739-00010267D0BB}$_$ bKim Kaminski  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@BCDEFGHIJKLMNOPQRTUVWXYZ_Root EntrydO)PicturesCurrent UserSSummaryInformation(`RPowerPoint Document(HDocumentSummaryInformation8A#Root EntrydO)}c@PicturesCurrent User#SummaryInformation(`R      !"#$%&'()*+,-./0123456789:;<=>?@BCDEFGHIJKLMNOPQR__$ysc