Manage your employees for maximum efficiency


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Employment Screening and Zero Tolerance to Violence

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



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