| Have you ever considered how your
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| | trained interviewer, able to use
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| employment screening policy can be used
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| | behavioral interviewing techniques to
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| to reduce workplace violence? Why not try
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| | filter out those with aggressive and
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| adopting a zero-tolerance approach to
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| | violent tendencies. The interview should
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| violence and workplace theft? This can
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| | reinforce the zero-policy approach to
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| have a dramatic effect of the attitude of
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| | workplace violence, and wherever relevant
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| employees and their own rejection of
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| | the policy must be applied firmly without
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| anybody with a violent or aggressive
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| | any agreements on three months trials for
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| personality.
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| | good behavior. No one with aggressive
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| If your company does not take a vigorous
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| | tendencies should be employed.
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| approach to eliminating workplace
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| | You can apply your own rules as to whom
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| violence, you could find yourself guilty,
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| | you employ, as long as your employment
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| if not of negligent hiring, then
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| | screening procedure is not based on race,
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| certainly of failing to protect your
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| | religion, age or gender. You are not
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| workforce from aggressive and violent
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| | obliged to employ anyone with a history
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| behaviour. This type of violence can be
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| | of aggression or violence, and if you are
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| very costly in terms of lost hours and
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| | serious about your policy, you must not
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| even the loss of valued employees who
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| | do so.
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| decide that enough is enough.
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| | Any applicant with something to hide in
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| Payments for damages and legal costs can
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| | their past is liable to be discouraged
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| be very high, and these can be mitigated
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| | from applying, and keep in mind that the
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| somewhat by courts that see that you have
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| | employment screening process is designed
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| adopted a zero-tolerance policy and are
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| | to prevent you from being guilty of
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| working hard to make the workplace a
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| | negligent hiring as well as protecting
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| safer environment for your employees.
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| | existing employees. This will result in
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| This type of policy must commence at the
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| | greater productivity from your employees,
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| employment screening stage with a clear
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| | and less of a chance that you could face
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| statement of intent on all application
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| | a damages claim for negligent hiring.
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| forms.
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| | You should also apply the zero-tolerance
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| The very first step in the employment
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| | to your existing workforce. The penalties
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| screening procedure that a job applicant
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| | for workplace violence should clearly be
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| comes across is the application form.
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| | stated on notice boards, and where
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| Your policy should be clearly stated
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| | appropriate, discussed with unions. No
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| here. You should make clear that you
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| | union will tolerate violence or theft
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| have adopted a zero-tolerance approach to
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| | from other employees and union backing
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| workplace violence and theft, and that
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| | will send a very positive message of a
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| all employees have bought into this. You
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| | combined policy to the whole workforce.
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| should state that employees do not
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| | The penalty for committing violence on a
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| tolerate aggressive or violent behavior
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| | fellow employee must be clearly stated,
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| and that when this is brought to
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| | and should be instant dismissal with the
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| management's attention the employees
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| | loss of any rights that can be withdrawn
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| concerned will be immediately dismissed
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| | under the law of the day. If this
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| without notice.
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| | includes pension rights, this should also
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| An effective employment screening policy
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| | be applied. It should be made clear that
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| starts with the application form; this
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| | workplace violence will not be tolerated.
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| should make it clear that all references
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| | This zero-tolerance policy should also be
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| provided will be taken up and checked,
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| | applied to theft from fellow employees.
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| and that residential and occupational
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| | This is a heinous crime which again
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| records for the past seven to ten years
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| | should not be tolerated.
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| (you state which) must be complete.
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| | This is a problem that needs a vigorous
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| Unless a written explanation and proof is
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| | approach and you should be aware that if
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| provided, no gaps will be accepted and
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| | this is a problem that you have in your
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| the applicant need not apply. Any
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| | company, and you fail to tackle it
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| applicant with a criminal conviction for
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| | properly, you could find yourself on the
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| violence or theft need not apply and that
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| | end of a lawsuit for damages should one
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| driving records and criminal records will
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| | of your employees refuse to put up with
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| be searched.
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| | the violence any more. This could also
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| All of this should be stated on a well
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| | result in a negligent hiring case.
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| designed application form, and not hidden
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| | Both of these are financial bad news so
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| in small print on the back of the form.
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| | get it stopped now. It starts with
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| If the applicant passes the usual
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| | employment screening and half measures
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| employment screening checks, the
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| | will have no effect.
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| interview should be conducted by a well
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