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.
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.
It is critical that employees understand what they must do in the case of an emergency. Everyone should know that running, hiding, and fighting are the most effective responses, in that order. How individual employees react in a crisis situation will determine which of these responses is used. Role playing can be an effective tool to help employees practice for a real emergency.
All employees need to feel comfortable contacting the human resources department if they see or hear anything that makes them feel uncomfortable in the workplace. They must be assured there will be no reprisals for discussing the inappropriate behavior of a co-worker. Reporting a co-worker based on his or her religious beliefs or political persuasions must be discouraged.
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.
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.
It is critical that employees understand what they must do in the case of an emergency. Everyone should know that running, hiding, and fighting are the most effective responses, in that order. How individual employees react in a crisis situation will determine which of these responses is used. Role playing can be an effective tool to help employees practice for a real emergency.
All employees need to feel comfortable contacting the human resources department if they see or hear anything that makes them feel uncomfortable in the workplace. They must be assured there will be no reprisals for discussing the inappropriate behavior of a co-worker. Reporting a co-worker based on his or her religious beliefs or political persuasions must be discouraged.
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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