Once upon a time it was relatively safe to send your kids off to school and then head into the workplace yourself. That's not necessarily so today. Children who have been bullied and employees who are disgruntled have access to assault rifles. You can make a bomb in your bedroom using the simple instructions found online. Steps for mass violence preparation PA human resource departments take can save lives.
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.
A history of domestic abuse should be a big red flag to anyone interviewing job applicants. Unless the applicant can show that the problem has been addressed with professional counseling and completion of anger management programs, it's best to pass on that applicant. Sometimes current employees become victims of domestic abuse. All employees should be encouraged to contact the human resources department with this information. They can take steps to protect employees against any intrusion.
Confronting a spouse or partner in that person's workplace is becoming more common. The abuser knows he will find the individual there at certain times of the day. He may even have been a familiar visitor to the company in better times. If the human resources management knows about the individual, a picture can be distributed. License plate numbers and a description of the individual's car can be given to security as a precaution.
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.
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.
It is not unusual for tempers to flare and tensions to get high at times in a workplace. When an employee's anger reaches a certain point however, the matter should be turned over to human resources. These are the people trained to deal with volatile employees. If the situation warrants it, the manager may write a formal report and put it in the individual's personnel file, making sure the person in question reads it first.
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.
A history of domestic abuse should be a big red flag to anyone interviewing job applicants. Unless the applicant can show that the problem has been addressed with professional counseling and completion of anger management programs, it's best to pass on that applicant. Sometimes current employees become victims of domestic abuse. All employees should be encouraged to contact the human resources department with this information. They can take steps to protect employees against any intrusion.
Confronting a spouse or partner in that person's workplace is becoming more common. The abuser knows he will find the individual there at certain times of the day. He may even have been a familiar visitor to the company in better times. If the human resources management knows about the individual, a picture can be distributed. License plate numbers and a description of the individual's car can be given to security as a precaution.
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.
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.
It is not unusual for tempers to flare and tensions to get high at times in a workplace. When an employee's anger reaches a certain point however, the matter should be turned over to human resources. These are the people trained to deal with volatile employees. If the situation warrants it, the manager may write a formal report and put it in the individual's personnel file, making sure the person in question reads it first.
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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