At one time people felt perfectly safe sending their children off to school and heading into the office themselves. That is no longer the case. Bullied children and disgruntled employees have easy access to weapons. Instructions for making homemade bombs are all over the internet. In the workplace, there are steps to mass violence preparation PA human resource managers should be taking to keep employees as safe as possible.
Companies have to prepare before a job applicant is hired. Potential employees should clearly understand that companies will delve into their personal backgrounds. That means ordering police reports and checking references and social media accounts. Drug screening should be routine for any person hired, included those at the highest levels. Pulling credit reports will give human resources some insight into how the individual handles personal financial responsibilities.
Any interviewer who discovers domestic abuse in the background of a job applicant must note it. Unless the individual has addressed the issue, gotten professional help, and completed a credible program he should be passed on. If current employees are experiencing domestic abuse issues, they need to be able to discuss their situations with someone in management. With information companies can take steps to protect employees from possible intrusion.
It's becoming common for individuals to confront spouses in the workplace. The party with the problem knows this is where he will find the other person. He might have visited the office previously. When human resources knows a confrontation is a possibility, the manager can distribute pictures of the individual throughout the company. A description of the individual's vehicle and license plate number can be turn over to security.
Training employees what to do in case of such an emergency is the new normal. It is irresponsible to do otherwise. Most experts advise anyone, untrained and unarmed, to run, hide, or fight. Individuals have to assess the situation for themselves to decide which course of action will have the best outcome. Role playing can be helpful to prepare employees in the unlikely event of a crisis.
No employee should fear reprisal for contacting human resources with concerns about the behavior of a co-worker. It is important that they understand there will not be any backlash for coming forward. Employees must be discouraged however, from reporting on an employee based solely on that person's political or religious beliefs.
Tempers can flare, and tensions can get high in the workplace at times. If any employee takes anger to an inappropriate level, it is time for a human resources officer to step in. The individual must be treated with empathy and care. If the incident is a serious infraction, the person needs to understand that a report will be placed in the personnel file. The employee in question must see the report and sign off on it.
Any time an employee makes a direct threat against someone in the company, calling law enforcement is the right thing to do. They can provide extra protection along with security. It's better to be well prepared than unpleasantly surprised.
Companies have to prepare before a job applicant is hired. Potential employees should clearly understand that companies will delve into their personal backgrounds. That means ordering police reports and checking references and social media accounts. Drug screening should be routine for any person hired, included those at the highest levels. Pulling credit reports will give human resources some insight into how the individual handles personal financial responsibilities.
Any interviewer who discovers domestic abuse in the background of a job applicant must note it. Unless the individual has addressed the issue, gotten professional help, and completed a credible program he should be passed on. If current employees are experiencing domestic abuse issues, they need to be able to discuss their situations with someone in management. With information companies can take steps to protect employees from possible intrusion.
It's becoming common for individuals to confront spouses in the workplace. The party with the problem knows this is where he will find the other person. He might have visited the office previously. When human resources knows a confrontation is a possibility, the manager can distribute pictures of the individual throughout the company. A description of the individual's vehicle and license plate number can be turn over to security.
Training employees what to do in case of such an emergency is the new normal. It is irresponsible to do otherwise. Most experts advise anyone, untrained and unarmed, to run, hide, or fight. Individuals have to assess the situation for themselves to decide which course of action will have the best outcome. Role playing can be helpful to prepare employees in the unlikely event of a crisis.
No employee should fear reprisal for contacting human resources with concerns about the behavior of a co-worker. It is important that they understand there will not be any backlash for coming forward. Employees must be discouraged however, from reporting on an employee based solely on that person's political or religious beliefs.
Tempers can flare, and tensions can get high in the workplace at times. If any employee takes anger to an inappropriate level, it is time for a human resources officer to step in. The individual must be treated with empathy and care. If the incident is a serious infraction, the person needs to understand that a report will be placed in the personnel file. The employee in question must see the report and sign off on it.
Any time an employee makes a direct threat against someone in the company, calling law enforcement is the right thing to do. They can provide extra protection along with security. It's better to be well prepared than unpleasantly surprised.
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