How To Avoid Hiring “Psychos” Without A Criminal Background By Jeff Geyer, BostonBiometrics
The former CEO of one of the world's largest companies warns that "One bad hire can collapse your empire." Once they get through your employ- ment gates, they can wreak unimaginable havoc on your company . . . and put you and your associates in harm's way.
THE
HOMICIDE REPORT
Want to know more about the most current incidents?
Click on the following category you are interested in seeing:
- Domestic/Partner/Family Violence
- Co-worker Violence - - -
Client Violence Stranger Violence International Violence
Most employers have used criminal background checks as its first line of defense to screen out potential problem employees. However, there has been a long history of EEOC rulings that have found that the use of criminal convictions -- when used as an automatic cause for rejecting job candidates – can lead to a disparate impact on certain protected.
The newly issued EEOC Guideline on use of criminal background checks for employment purposes make the use of criminal records a new heightened risk for discrimination lawsuits and a process that is becom- ing too time-consuming and costly to include as a cause for rejection in their hiring process. While criminal records have been helpful to employ- ers, they have never been an air-tight defense against hiring psychos and problem employees. In fact, more than 70% of workplace crimes are not prosecuted, the employees are simply fired and leave to find new employment. Is your next employee one who has committed criminal acts that simply hasn't been convicted yet?What is needed is a low cost, efficient, objective, accurate and scientifically-validated method to understand who is a serious worker and who is posing a subversive risk. A comprehensive “Character Risk” screening tool that does not have a disparate impact against any of the protected classes of job candidates. To read more click
To read more, click here
Communicate Patient Information to Prevent Violence in the Workplace Asking two important questions can help determine whether to share patient information.
1. Is disclosing this information necessary to protect this worker’s (or anyone else’s) safety?
2. Will disclosing this information laed to changes in work practice to reduce the risk of injury.
If the answer to these questions is yes, then disclosure is required. To read more, click here
FOOD FOR THOUGHT
Violence is immoral because it thrives on hatred rather than love. Violence is impractical because it is a descending spiral ending in destruc- tion for all. It is immoral because it seeks to humiliate the opponent rather than win his understanding; it seeks to annihilate rather than convert. Violence ends up defeating itself. It creates bitterness in the survivors and brutality in the destroyers. - Reverend Martin L. King, Jr
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22