WORKPLACE VIOLENCE NEWS
Screening Top Executives:Finding the Perfect Match By Rob Pickell, Sr. Vice President of Strategy, HireRight
Anyone who has listened to the news over the last year has heard stories about government and business leaders who have exaggerated or falsified key credentials or experiences. Yahoo! CEO, Scott Thompson, left his company after it was discovered his biography indicated a degree he did not obtain. This latest situation was reminiscent of Kenneth Lonchar, former CEO of Veritas, who highlighted an MBA that he never actually obtained. Why do these situations exist when tools are available to identify these issues before an actual hire takes place. One key driver behind these types of situations is that companies often do not match their screening practices to the unique requirements and factors associated with an executive hire.
High level executives represent greater risk and potential liability than most other employees. They have greater access to financial information and other sensitive company data; greater power and influence over the company and staff; and higher and more public profiles, therefore representing a greater risk for damage to the company’s reputation and brand.
Certain regulations, such as Sarbanes-Oxley, the Federal Deposit Insurance Act and other industry-specific policies, may impose even greater requirements for screening executives with fiduciary responsibilities and access. A company’s executive screening program must be comprehensive enough to demonstrate that there are processes in place to prevent corporate fraud. Companies that are not screening executives with fiduciary responsibilities are risking liabilities. Senior executives increase the potential of negative exposure and reputational damage andaccordingly, should not receive less screening than other employees, they should receive more. And if that screeningis handled with professionalism, courtesy and speed, the company and executive can find an excellent match.
To read more click here THE BULLY AT WORK
Bullying, Mobbing and Turnover By Gail Pursell Elliott
One of the mobbing indicators listed in the book Mobbing: Emotional Abuse in the American Workplace is high turnover in one department or company-wide. The turnover can come from
the direct victim and others that observe the situation occurring. A recent study of nurses by Canadian researchers verified that the impact of bullying negatively affects every- one in the department and other workers consider leaving the organization to a greater degree than previously thought. This trend is a familiar one as illustrated in a recent case involving a well respected, experienced surgical nurse who moved from a large urban facility to a smaller hospital closer to home. Her knowledge of current trends, dedication to patient care and prior professional relationships with many of the attending surgeons triggered resentment on the part of the existing supervisor in her department. After she reported inconsistencies that were patient safety risks, the supervisor began a mobbing process that lasted well over a year. Colleagues who also noted these issues as well as watching the smear campaign were targeted also when they attempted to report what was happening. Turnover in that department increased. The issue is often not just the bullying, but the organiza- tional dynamics that allow it to persist. Bullying and Mobbing in the workplace is getting more consistent press time recently and more organizations are becoming more aware of the insidious impact thesebehaviors can have on the workplace. Awareness is the key to creating a culture and climate that will benefit everyone and reduce the turnover which appears to be a residue of allowing this behavior to persist. To read more click here
To read more about the case click here Important Recent OHS Decisions
The High Court of Australia and the Victorian Supreme Court of Appeal recently handed down important decisions in connection with the duty of care owed under the Occupa- tional Health and Safety Act 2004. The first of these decisions deals with the concept of "reasonable practicability" and will therefore have application beyond Victoria to all States and Territories operating under harmonised work health and safety laws. These decisions serve as a reminder to review OHS compliance in your business and ensure the adequacy of your safety management system. To read more, click here
Empire State Building Shootings Two Dead
A disgruntled former worker of Hazan Imports who was laid last year sparked chaos in front of the Empire State Building on Friday, August 24, 2012 when he shot and killed a co-worker. He engaged in a gun battle with police, leaving at least eight others wounded, authorities said. The shooter, identified as Jeffrey Johnson, 58, was killed in an exchange of gunfire with police just as visitors began to queue up to ascend the famous New York skyscraper. A construction worker followed the gunman after the initial gunshots and alerted officers. To read more, click here
The
Workplace Violence Fact Sheet
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