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