Advice You - Business

One of the biggest dangers of each and every worker is violence in his workplace. Workplace violence is defined as any incident in which a person is abused, threatened or assaulted in a circumstances relating to their work. There are 2,000,000 acts of assault in the workp

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

lace yearly, not even counting rapes and sexual assault, or murder. And those are the acts of violence that are reported. Her are some ways to keep violence from happening.

Both the employer and the employee have an interest in reducing violence at work. For employers,

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

violence can lead to poor morale and a poor image for the organization, making it difficult to recruit and keep staff. It can mean extra cost with absenteeism, higher insurance premiums and compensation payments. For employees, violence can cause pain, distress and ev

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

en disability or death. Physical attacks are obviously dangerous but serious and persistent verbal abuse and threats can also damage an employees' health through anxiety and stress.

Our employers are deeply concerned for out safety and the safety of our loved ones no

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

w more than ever due to the recent events of 9/11. However, before then American employers did little to protect workers from work place violence largely because they did not realize the magnitude of the problem because OHSA did not require them to take protective mea

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

sures. NASP found that another reason employers failed to address the workplace violence problem was that safety professionals felt it was a security issue, while security professionals felt is was a safety issue. In most business and industry Human Resources provides

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

the oversight for security and safety and so should logically serve as a bridge between them.

Effective workplace violence prevention programs are a great way to reduce workplace violence. These programs should include physical security, pre-employment screening, goo

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

d termination practices, employee assistance programs, out placement and a host of other options. There are courses designed for security personnel and include sections on implementing a "Work Safe" environment as well as threat assessment, incident management and con

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

flict resolution. HR managers should also consider a course that prepares the manager to train employees about workplace hazards and vulnerability.

According to the government's Violence at Work guide for employers handbook there are four stages of effective managemen

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

t of violence. The first stage is finding out if there is a problem. The HR Director should do a risk assessment and identify hazards of work place violence. Short questionnaires are a good way for managers and supervisors to recognize if there is a problem. The resul

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

would be to find out whether or not employees ever feel threatened. It is a good idea to record incidents, including verbal abuse and threats. For each incident an account of what happened needs to be recorded. It is very important to obtain details from the victim,

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

assailant and any witnesses. Also, there should be a write up on the outcome, including working time lost to both individuals affected and to the organization as a whole. There are many reasons that some employees may be reluctant to report incidents of aggressive beh

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

avior that makes them feel worried or threatened. They may feel that accepting abuse is part of the job. The HR Director should encourage employees to report incidents as soon as they occur so that a clear detailed picture of the problem can be fully examined so that

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

action can be taken.

Deciding what action to take is the second stage. After finding out what violence could be a problem the HR Director needs to decide what needs to be done. The risk assessment should continue to find out what which employees are at risk and what a

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

ctions to take to minimize the chance for violence to occur. Employees that have face-to-face contact with the public are normally the most vulnerable. Employees should be trained so that they can spot the early signs of aggression and either avoid it or cope with it.

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

Employees also need to be provided with information they might need to identify clients with a history of violence or to anticipate factors, which make violence more likely.

When dealing with a violent incident the HR Director needs to respond as quickly as possible

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

to avoid any long-term distress to employees. A support plan should be set up to help victims deal with the emotional stress. The HR Director or other members of Human Resources should be available for the victims to talk about their experience. Since people react dif

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

ferently, they may need time off to recover or seek counseling. Also, the Human Resource Director needs to consider helping other employees deal with a violent incident and help them understand what happened and how to react appropriately.

It is unfortunate that prior

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

to 9/11 workplace violence fell through the cracks because OSHA did not require employers to address it. The employer has both a moral and legal responsibility to protect workers from any anticipated hazard, whether or not there is a specific regulation addressing th

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

at hazard. Every employer should rush to defend their employees against violence and to instill in them a feeling of security in their work environment. With proper planning and effective programs, the HR Director can drastically reduce incidents of workplace violence

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

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