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Workplace violence is on the rise. There have been several incidences during the past couple of years - from the 2015 WDBJ-TV shooting which occurred on-air to the most recent Aurora shooting - that reminds everyone that it is time companies do more than what they have been doing so far.
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Five people lost their lives and five police officers were wounded in a terrifying workplace shooting that took place on 15 of February in Aurora, IL. Five people lost their lives and five police officers were wounded in a terrifying workplace shooting that took place on 15 of February in Aurora, IL.
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There is a virtual consensus among HR professionals that organizations have a duty to protect employees from workplace threats, according to new research conducted by HR.com in partnership with Paycom.
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In the wake of workplace threats and incidents nationwide, businesses are taking a closer look at their own threat and crisis management plans and policies. HR is an essential component in planning for workplace emergencies, which is a critical step in mitigating workplace violence.
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Firing employees can be rather awkward and difficult to do. In one aspect, a manager would be monitoring and managing an employee in their day-to-day role and on the other side, you have the HR department who diligently work behind the scenes to make sure that the business runs efficiently.
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“It’s a bit cold in here, isn’t it?”
This simple question might seem innocent on the surface. However, these eight words can lead to anything from a seriously cold shoulder, to a flaming hot confrontation.
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The horrific mass shooting in Aurora, Illinois is still on our minds. Our President declares an emergency but for the wrong reason. All within 24 hours of the Parkland Stoneman Douglas High School tragedy’s one year anniversary.
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On February 4, 2019, New Jersey Governor Phil Murphy signed into law legislation, available here, which gradually raises the minimum wage in New Jersey to $15 per hour by the year 2024 for many workers in New Jersey.
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What do you think when you hear that an employee filed a discrimination claim against a former employer? Do you assume it’s just a disgruntled employee looking for a payout? You might give the employer the benefit of the doubt, but it should be decided by a jury, right?
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