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.
Preparing should start with the job interview. Applicants need to expect prospective employers to check carefully into their personal backgrounds. They should be prepared for references to be checked, police records to be requested, and social media accounts accessed. Drug screening must be required of all new employees regardless of the job level. Credit reports will give human resources important information about the way an individual manages personal responsibilities and how stable they are.
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 is no longer unusual for an angry spouse to confront a partner in the workplace. They know where the person is and often know where, within the building, to find them. The spouse may even be known to the other employees. Once human resources has been contacted about the personal situation, pictures can be distributed throughout the offices. A detailed description of the individual's vehicle, including license plate numbers, can be given to security.
As a precaution many companies have decided to provide training for employees, bringing in experts to show them what to do in case of an emergency. They are taught to run, hide, and fight. The mode of defense the individual employee chooses will depend on the particular situation in which she finds herself. Session leaders may give employees role playing opportunities in order to provide extra resources.
Employees need to be encouraged to say something if they see inappropriate behavior in the workplace. Workers should understand that they can contact management and be protected from any backlash. Employees should be discouraged from taking matters into their own hands or reporting on co-workers based on religious or political beliefs.
When an employees seem to have taken his anger to a level that is deemed inappropriate, human resources should step in. In a potentially volatile situation, these professionals will treat employees with empathy and respect. Serious infractions may require a formal report being placed in the person's personnel file.
If someone makes a direct threat against the company, it is certainly permissible to contact the police and ask for extra protection. Hiring additional security is another option. It is always better to be over prepared than caught off guard.
Preparing should start with the job interview. Applicants need to expect prospective employers to check carefully into their personal backgrounds. They should be prepared for references to be checked, police records to be requested, and social media accounts accessed. Drug screening must be required of all new employees regardless of the job level. Credit reports will give human resources important information about the way an individual manages personal responsibilities and how stable they are.
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 is no longer unusual for an angry spouse to confront a partner in the workplace. They know where the person is and often know where, within the building, to find them. The spouse may even be known to the other employees. Once human resources has been contacted about the personal situation, pictures can be distributed throughout the offices. A detailed description of the individual's vehicle, including license plate numbers, can be given to security.
As a precaution many companies have decided to provide training for employees, bringing in experts to show them what to do in case of an emergency. They are taught to run, hide, and fight. The mode of defense the individual employee chooses will depend on the particular situation in which she finds herself. Session leaders may give employees role playing opportunities in order to provide extra resources.
Employees need to be encouraged to say something if they see inappropriate behavior in the workplace. Workers should understand that they can contact management and be protected from any backlash. Employees should be discouraged from taking matters into their own hands or reporting on co-workers based on religious or political beliefs.
When an employees seem to have taken his anger to a level that is deemed inappropriate, human resources should step in. In a potentially volatile situation, these professionals will treat employees with empathy and respect. Serious infractions may require a formal report being placed in the person's personnel file.
If someone makes a direct threat against the company, it is certainly permissible to contact the police and ask for extra protection. Hiring additional security is another option. It is always better to be over prepared than caught off guard.
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