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.
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.
People who have domestic abuse in their background probably need to be avoided unless they have received professional help and completed a verifiable program. Human resources departments need to encourage employees to let them know if they become involved in some sort of domestic abuse situation. There are measures a company can take in advance to protect employees from any possible 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.
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.
People who have domestic abuse in their background probably need to be avoided unless they have received professional help and completed a verifiable program. Human resources departments need to encourage employees to let them know if they become involved in some sort of domestic abuse situation. There are measures a company can take in advance to protect employees from any possible 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.
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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