Student Who Triggered Lockdown at Conn. University Had 2,700 Rounds of Ammo – continued from page 6
illegal possession of an assault weapon. Superior Court Judge Frank Iannotti set bail at $500,000 and ordered mental health and medical watches for Dong. If Dong posts bail, he will be subject to 24-hour monitoring and must surrender his passport. No shots were fired and no one was injured in the scare at the University of New Haven campus in West Haven, which was locked down for more than four hours while police arrested Dong and searched the school grounds. Several nearby public schools also issued shelter-in-place orders as a precaution. "We are all grateful that the situation was diffused quickly and that no one was injured," UNH President Steven Kaplan said in a statement. The scare was the third at a Connecticut university in the past several weeks
Read more THE BULLY AT WORK
Can HR Be Trusted? ©2013 Gail Pursell Elliott
Often I have heard from mobbing targets that Human
Resources departments are less than helpful when approached for assistance or that situations become worse. Targets have expressed distrust of EAP offerings as well, the main concern being one of confidentiality. Some HR professionals do indeed behave in a manner that many would view as less than ethical or are either coerced or ordered by upper management to handle situations in a manner that supports the Mobbing rather than resolving it. Others are caught in a Catch-22 situation in which resolution is difficult or impossible. When the HR professional is caught between the employee and the company or between acting with either ethics or expediency, the choices can become agonizing. Some examples of situations I’ve encountered follow. Case #1 – HR is ordered to turn up the heat and lower performance appraisals on an employee who is becoming “too old and too expensive” in the opinion of higher management. Case #2 – The target documented incidents, filed grievances and followed company procedure to attempt to get relief from mobbing by her supervisor. The target also was diagnosed with adult ADHD and brought a list of suggestions from the physician for reasonable accommodation, which were ignored by her supervisor. When she presented them to HR, the response was that “We don’t do that.” When the target involved disability advocates, HR then asked the target, “So what do you want?” This case occurred at a public institution.
Case #3 – The bully is an arrogant, high performer who badmouths the company. Although HR has received many complaints and concerns by staff, he is at a loss as to how to proceed without creating a crisis situation company wide. Upper management is either unwilling or unable to recognize the situation for what it is or to support any action the HR director may wish to take. In addition, the director is concerned about being targeted by the bully if he does take action with no support.
None of these situations has the optimum outcome of justice being served and the behavior being addressed. All of them foreshadow situations to come.
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Atlantic Health System Security Team Recognized for Workplace Violence Prevention
Atlantic Health System has again received the CSO40 Award from IDG's CSO magazine, in recognition of the health care organization’s numerous security initiatives, including efforts in preventing workplace violence. This is the second year that Atlantic Health System has received the award.
Atlantic Health System’s Workplace Violence Prevention (WPV) program is a multifaceted initiative that incorpo- rates not only Atlantic Health System’s security team, but also cutting-edge technology and most-importantly, a culture of awareness and preparedness among employ- ees and staff. “To keep an organization with multiple campuses and thousands of employees, visitors and patients safe, having an excellent security staff and top-of-the-line technology is only part of the plan,” said Alan Robinson, director of protection and security services and emergency management for Atlantic Health System. “The key to safety lies in promoting a workplace environment in which employees not only feel safe, but are also responsible for safety.”
This includes a Corporate Workplace Violence Preven- tion Committee, numerous training and drills throughout the year with staff, a Nurse-Safe program and their ‘Red Cell’ Program which helps to constantly fine tune their preparedness. The ‘Red Cell’ Program includes regular infiltration testing, in which undercover security agents attempt to gain unauthorized access to sensitive areas of Atlantic Health System facilities, in order to identify and prevent potential breaches. “Red Cell,” earned Atlantic Health System the inaugural CSO40 Award last year.
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“I’m Being Bullied” Critical Steps Managers Must Take When they Hear this from a Staff Member
I’m sure that many managers have lost count of the number of times a staff member has come to them in con dence and said, “I’m being bullied. I don’t want
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