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What Has Been Learned Since "Going Postal": Best Practices for Dealing With Workplace Violence - We by TrainHR Webinars





Article Author Biography
What Has Been Learned Since "Going Postal": Best Practices for Dealing With Workplace Violence - We by
Article Posted: 03/20/2014
Article Views: 266
Articles Written: 157
Word Count: 380
Article Votes: 0
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What Has Been Learned Since "Going Postal": Best Practices for Dealing With Workplace Violence - We


 
Education,Organizing,Relationships
Overview : Workplace homicide, mass murderers, "going postal,"disgruntled worker, threat assessment, zero tolerance policies… beginning in the mid-1980s, these terms entered our cultural lexicon. Initially, HR professionals along with others in the workplace were left flatfooted with respect to responding. Yet by the early 1990s, policy development, training, consultation, and assessments were part of HRM.

Since then, workplace homicides have dropped by more than 30-50% in the last 20 years. However, there has been a dramatic increase in hostility, intimidation, bullying, and discrimination. Many policies are outdated as are the training programs. Often, policies no longer remain current with the evolving paradigm of the 21st century. Cyber hostility, domestic violence, social media were not a part of this paradigm, yet represent a significant methodology of current hostility. "Active shooter"training programs are being promoted, in spite of the dramatic decrease in shooting incidents at work. It is time for HR professionals to review their policies and protocols in order to remain current. This program will provide a comprehensive overview of best practices for organizational hostility mitigation and the role of HR

Areas Covered in the Session: An brief overview of statistical trends Updated definitions of violence, hostility, bullying, weapons, harassment, etc Sample policies for Workplace Hostility Mitigation Policy Strategies to handle restraining/protective orders An understanding of how to provide psychological interventions around a workplace hostility incident Identifying the "at risk"employee and how to intervene When to get a fitness for duty evaluation, what to expect from the evaluation and the role of the HR Case examples Learning Objective 1: Understand best practices for responding to workplace hostility Learning Objective 2: Be able to provide policies, procedures and programs to your client-organizations Learning Objective 3: Know the current changes in statistics as well as terminology relative to this on-going issue Learning objective 4: Understand how and when to provide psychological interventions around workplace hostility incidents

Who Will Benefit: Chief Human Resource Officers Senior Management Team HR Managers, Directors, and Administrators Supervisors Employment Managers Training Director

Dr. Lewis, an international consultant and trainer, has worked with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues. His focus is facilitating organizational recovery and resiliency with the emphasis on “people-recovery."

Related Articles - hr training, hr tarining and development, hr management, human resource training,

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