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.
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.
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.
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.
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.
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.
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.
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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