Firstly, an appropriate procedure to terminate a high-risk

Firstly, employers must intensified security actions because
it is the ultimate aspect to taken care of whether it comes from the workers or
outsiders. For instance, install alarm system and video surveillance, install
proper lighting and camera surveillance at parking lot and office building,
setup key-card access systems at main entrances so the system could manage all
entries. On top of that, avoid handling too many cash by keeping minimum amount
of cash in hand, increase the number staff of duty, enforce staff to wear
identify badges and management shall consider to issue a weapons policy.

Secondly, employers may conduct pre-employment screenings of
job applicants. This approach can be done during hiring process where HR
manager can do background checking of the candidates. HR manager could ask few
questions that relates to violence at work and what make them frustrated with
the previous employer. Besides that, employer can also do criminal history
screening, drug and alcohol testing or as part of the job hiring process, the
HR manager could ask for consent to contact their previous supervisors.

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Thirdly, employers could train the supervisors to monitor any
potential violence that will happen at workplace. Employers shall have a proper
plan for the supervisors work with them on how to mitigate any issue and
identify any sign. The supervisors can recognize any warning signs that could
lead to violence such as excessive absentness and lateness, the staff refuse to
admit problem relates to his/her job performance, disrespect or ignore instruction
from management/authority, tendency to create chaos, behaving aggressive and
the employees isolates himself from socializing with colleague. As a precaution
action, the management must monitor and take a serious action to the potential
violent employee.

Fourth, the management must have an appropriate procedure to
terminate a high-risk employee. Before firing the staff, the management must
plan ahead the progress of firing. A meeting on termination shall be conducted
in a neutral environment so that the staff would not feel attacked. The
management must explain in details the reason you let go him/her and ready with
the final paycheck, data on his/her benefit and a number to contact in case
he/she needs to know extra information. Furthermore, keep the termination
meeting simple and straight to the point. For security purpose, the employer
might be ready with the security enforcement personnel outside the meeting
room.

Fifth, educate employees to be aware of risks and to prevent cases
before it happen. A workshop on the risks and potential violence at work must
be given so as to create awareness among employees. Employer must encourage
employees to report all incidents and threats of workplace violence this is
including unethical behavior, discrimination and harassment. This preventive
measure could help to minimize violence at workplace. The employer must not
disclose identity of the informer in order to avoid any harm to him/her. By
exercising this practice, the violence could be reduced as it portrays a good
ethic is being applied in that organization.

Last but not least, employers must be able to monitor and
manage violence against women at workplace. A concrete security improvement including
camera surveillance, good lighting, giving awareness on empowerment women at
workplace, provide channels for the women workers to report any triggering
events or harm happened to her and employee assistance programs.

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