LU Verbal Assaults on Staff
Request ID: FOI-0001-1920
Date published: 17 April 2019
You asked
I would like the data held by LUL on verbal abuse as detailed please for the following;
1. How many employees were verbally abused at work within LUL in 2016, 2017 and 2018?
2. Please provide LUL’s policy document in relation to verbal abuse at work related absence.
3. How many employees booked off sick as result of verbal abuse at work?
4. Is the sick-absence due to verbal abuse at work taken into account in the same way as normal sickness absence for pay related calculation within LUL or is it considered as special leave ?
5. Is the sick absence due to verbal abuse t at work added into sick pay entitlements in the same were as normal sick absence or is it considered as special leave?
6. What is the maximum number of days an employee can take for normal sick absence?
7. What is the maximum number of days an employee could take for verbal abuse at work related sickness absence?
Verbal abuse= ‘insulting and offensive comments and is included in the description of workplace aggression provided that the insulting and offensive comments are directed at an individual, personally, who perceives them as threatening to their safety, wellbeing or health.’
We answered
Our Ref: FOI-0001-1920
Thank you for clarifying your request received on 29 March 2019 asking for information about verbal assaults on staff working on the London Underground.
Your request has been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm we hold some of the information you require. You asked:
1. How many employees were verbally abused at work within LUL in 2016, 2017 and 2018?
Please find the requested information below:
Year
2015/16 1200
2016/17 942
2017/18 966
2018/19* 878
*Up to 2 March 2019
2. Please provide LUL’s policy document in relation to verbal abuse at work related absence.
Please see the attached Workplace Aggression and Violence Standard that details what is considered workplace aggression and violence and how employees are advised to conduct themselves to prevent such situations, as well as, how employees who are subjected to such behaviour need to be supported if this results in spells of sickness absence.
3. How many employees booked off sick as result of verbal abuse at work?
We record “Assault on duty” incidents, however this figure is not broken down further so we are unable to provide this level of detail.
4. Is the sick-absence due to verbal abuse at work taken into account in the same way as normal sickness absence for pay related calculation within LUL or is it considered as special leave ?
5. Is the sick absence due to verbal abuse t at work added into sick pay entitlements in the same were as normal sick absence or is it considered as special leave?
The circumstances differ from case to case with support from managers appropriate to each individual situation. However, the period of absence is not considered as special leave. After investigation if the absence is treated as sickness then the employee is paid as per their individual contractual sick pay.
6. What is the maximum number of days an employee can take for normal sick absence?
7. What is the maximum number of days an employee could take for verbal abuse at work related sickness absence?
This is not prescribed and depends on each individual case.
If this is not the information you are looking for, or if you are unable to access it for some reason, please feel free to contact me.
Please see the attached information sheet for details of your right to appeal.
Yours sincerely
Gemma Jacob
Senior FOI Case Officer
FOI Case Management Team
General Counsel
Transport for London
[email protected]
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