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.
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.
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.
Tempers can flare, and tensions can get high in the workplace at times. If any employee takes anger to an inappropriate level, it is time for a human resources officer to step in. The individual must be treated with empathy and care. If the incident is a serious infraction, the person needs to understand that a report will be placed in the personnel file. The employee in question must see the report and sign off on it.
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.
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.
Tempers can flare, and tensions can get high in the workplace at times. If any employee takes anger to an inappropriate level, it is time for a human resources officer to step in. The individual must be treated with empathy and care. If the incident is a serious infraction, the person needs to understand that a report will be placed in the personnel file. The employee in question must see the report and sign off on it.
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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