DECISIONPOINT


- continued from page 2 LEARNING AND KEY CONSIDERATIONS


can be particularly costly, once it is understood that the attacker, who is likely in jail, may be judgment proof and the employer becomes the only deep pocket from whom to recover damages.


Moreover, employers need to investigate and respond promptly to complaints regarding workplace violence. When an employer fails to take complaints or threats seriously, they increase the risks to employee safety as well as to the company.


Betty Hartman v. Retailers & Manufacturers Distribution Marking Service, Inc., et al., --- F.Supp.2d ----, 2013 WL 935834 (W.D.Va., March 8, 2013).


DecisionPoint case analysis contributed courtesy of Seyfarth Shaw LLP:


James L. Curtis jcurtis@seyfarth.com 312.460.5815


Meagan Newman mnewman@seyfarth.com 312.460.5968


WORKPLACE VIOLENCE NEWS - continued


The events at the Boston Marathon is a scary example that reinforces the need for advance planning for emergencies. First of all, remember that everyone handles disaster differently. Some employees “freeze” and need help managing their fear and grief, others want answers as to how this impacts them, and some employees process the event(s) by insisting on working as if nothing happened.


Providing leadership during the aftermath of a crisis is crucial. Extra communications about how the business will manage through the issues facing employees, customers and the business as a whole is essential. Ensure that employee communications are immediate and as comprehensive as possible regarding business operations, benefits, pay issues, counseling resources, etc.


Brief your management team regarding managing distraught employees. Often EAP providers and/or local grief counseling services can provide this service. Ensure that employees know who to go to for assistance (in the event that HR or the immediate supervisors or managers are not available).


This is the time to show compassion. To the extent possible, allow employees flexibility in schedules, benefits and pay to manage their reactions to the event and allow them to be available to family members and friends. Above all else, let employees know that they are valued and important and that you sincerely want to help. Finally, take care of yourself and allow yourself time and resources to process your reactions to the event.


Read More


Did You know? Since 2003, 17 states have passed measures which allow employees to keep guns in locked cars while at work.


Want to Contribute an Article or get your research published? Contact Barry Nixon at Barry@wvp911.com


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