— FYI Screening (@fyiscreening) August 31, 2015
In light of the recent workplace violence in Connecticut, I thought it would be a good idea to share the following articles:
Protecting Your Staff And Your Company
Preventing workplace violence means protecting your employees from injury and protecting your company from disruption and lawsuits. While it’s impossible to guarantee that an employee will never act violently in the workplace, you can use this information to dramatically lower the likelihood of it happening.
Photo Credit: sindesign
I just read an excellent article from the The Houston Chronicle entitled “Employers can minimize risk of workplace violence.”
The author stresses these important points:
“While violence cannot always be anticipated, this does not relieve employers of their obligation to provide a safe workplace. First, federal law requires it. With the Department of Labor adding investigators and stepping up workplace safety enforcement, compliance with Occupational Safety and Health Administration regulations should be a management priority. Second, workers compensation insurance provides Texas employers only limited protection against liability from the inevitable lawsuits following a workplace tragedy.”
Here are the the 8 Tips On How Employers Can Minimize Risk Of Workplace Violence from the article:
- Accept reality: The recent shootings reinforce the fact that the risk of workplace violence is omnipresent. Employers must be proactive to prevent or minimize exposure to such incidents.
- Use effective pre-employment documents and conduct background checks: An effective application coupled with valid legal releases and disclaimers provide key information on the applicant. Employers should conduct background investigations to discover prior convictions, litigation history, motor vehicle records, employment references, credit history, education records and other relevant background information concerning the applicant.
- Establish policies on workplace violence: Employers should establish a written zero-tolerance position on violence, threats or abusive language and make clear that any violation of these rules can be grounds for termination. A workplace violence policy should also include a procedure to confidentially report threats.
- Conduct substance-abuse testing: Private employers should test all applicants and employees for substance abuse to the extent allowed by law. Negative test results should be a condition of employment.
- Develop procedures for investigating threats: These procedures should include specific guidelines for conducting an investigation and interviewing witnesses and the individual who allegedly made the threat. To the extent necessary, employers should retain security consultants, psychologists, attorneys or other professionals for advice on how to handle threats quickly, effectively and legally.
- Train supervisors and employees: Supervisors should be instructed to identify violence risks and report all threats to management immediately. Supervisors should be trained in conflict resolution, stress management, managing change in the workplace and recognizing the early warning signs of violent employees. They should also be trained to be sensitive to the fact that seemingly small issues can suddenly escalate into workplace problems. Employees should be trained regarding their responsibility to report threats or violence.
- Implement an employee assistance program: EAPs can help employees who are having a difficult time handling stress in their lives.
- Audit and improve security measures: Employers should establish a relationship with local law enforcement officials and a security consultant. Employers should also conduct an audit to determine areas of vulnerability and/or procedural weaknesses. Basic systems for protecting property, such as lighting, pass keys or cards, intercoms, employee identification, surveillance or alarm equipment and other systems or devices should be considered.
Related Posts From FYI Screening:
Photo credit: Flickr
Since we’ve had an increase in readers to our employee screening blog, I thought it would be a good idea to make the new folks aware of our most viewed articles.
Here they are:
Want to learn more about employee background screening?
Last week I reported how a Post-Hire Background Check could have prevented a terrible crime.
On the front page of this morning’s Dispatch I read…
Rape suspect got 2nd job because of faulty vetting
Weapons charges should have disqualified caregiver
It looks like this suspect was able to get a second job with Goodwill Columbus because of two errors with his background check:
- Goodwill ran a background check through the Ohio Bureau of Criminal Identification and Investigation (BCI) which incorrectly showed a weapons charges against him had been dismissed. Actually, the suspect pleaded guilty in Franklin County Common Pleas Court to reduced misdemeanor charges of carrying a concealed weapon and improper handling of a firearm in 2008 — convictions considered to be disqualifying offenses for working among people with developmental disabilities.That information was not on the BCI report, said Margie Pizzuti, president of Goodwill Columbus.
- Goodwill ran an additional background check through an online records-search service (I don’t know which company), but that report was confusing and Goodwill staff members apparently did not see that Quintero had been convicted, Pizzuti said.”This instructs us to be even more vigilant in finding out what’s in these reports and making sure we understand them,” she said. “If we had seen that and understood clearly, it probably would have been at least a red flag.”
Read the article here.
- A manual on-site search at the county courthouse by an experienced researcher is often the most accurate, and up-to-date criminal search available. Goodwill ran a BCI check which is the authorized central repository for all felony records for the state of Ohio. The bureau relies on police departments, sheriff’s offices, and courts of record to submit arrest and court conviction data to the bureau for record updates. The bureau did not have the most current information in this case.
- Your background screening provider needs to provide you with an easy to read report so there is absolutely no question about the status of the person being screened.
FYI Screening, Inc. is a leading global provider of employee screening solutions to corporations, government agencies, healthcare systems and educational institutions.
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