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