Pre-Employment Screening:
• Employee background checks
• Personality profile

 

WORKPLACE VIOLENCE
(07/07)

The Occupational Safety and Health Act of 1970
“…mandates that, in addition to compliance with hazard-specific standards all employers have a general duty to provide their employees with a workplace free from recognized hazards likely to cause death or serious physical harm…employers can be cited for violating the General Duty clause if there is a recognized hazard of workplace violence in their establishments and they do nothing to prevent or abate it.”

Negligent Employment Torts (adopted from The Violence Prone Workplace, by Denenberg & Braverman

Negligent Hiring:  An employer may be liable if it fails to show reasonable diligence to avoid hiring an employee who might present a danger to others in the exercise of his or her duties.

Negligent Retention:  An employer may be liable if it fails to take action with respect to an employee, already hired, who may threaten or pose a risk of harm to fellow employees, customers, clients, or members of the public.  As soon as an employer acquires information that would lead to suspicion or belief that anyone is put at risk by an employee, investigation and corrective measures must ensue.  Failure to act immediately when there is evidence that the employee is the cause of injury, illness, or an unsafe working environment exposes the employer to liability claims from individual who have been harmed

Negligent Supervision:  The employer is obligated to correct employees who act in an inappropriate, unprofessional, or harmful manner.
 

Fitness for Duty Assessments are conducted on adults who appear unable to perform their job in a safe, secure, and effective manner.
Primary objectives are to:
• Identify an individual’s functional impairment.
• Estimate when the individual can return to duty.
• Provide treatment & management recommendations.

School & Workplace Violence Assessments are conducted on adolescents and adults.
Primary objectives are to:
• Determine whether an individual has domestic violence and/or anger management issues in school and employment settings.
• Generate treatment & management recommendations.

 

WORKPLACE VIOLENCE
(07/07)

The Occupational Safety and Health Act of 1970
“…mandates that, in addition to compliance with hazard-specific standards all employers have a general duty to provide their employees with a workplace free from recognized hazards likely to cause death or serious physical harm…employers can be cited for violating the General Duty clause if there is a recognized hazard of workplace violence in their establishments and they do nothing to prevent or abate it.”

Negligent Employment Torts (adopted from The Violence Prone Workplace, by Denenberg & Braverman

Negligent Hiring:  An employer may be liable if it fails to show reasonable diligence to avoid hiring an employee who might present a danger to others in the exercise of his or her duties.

Negligent Retention:  An employer may be liable if it fails to take action with respect to an employee, already hired, who may threaten or pose a risk of harm to fellow employees, customers, clients, or members of the public.  As soon as an employer acquires information that would lead to suspicion or belief that anyone is put at risk by an employee, investigation and corrective measures must ensue.  Failure to act immediately when there is evidence that the employee is the cause of injury, illness, or an unsafe working environment exposes the employer to liability claims from individual who have been harmed

Negligent Supervision:  The employer is obligated to correct employees who act in an inappropriate, unprofessional, or harmful manner.