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.
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.
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.
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.
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.
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.
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.
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.
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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