Q. I work in the HR area at my company and just learned that an employee who is experiencing some personal problems is now having
A. It’s better to be safe than sorry. Follow up immediately by interviewing the people involved. Get statements in writing as soon as possible. If you or the people who heard the statements believe in good faith that there is any possibility the threats were serious, you should:
- Obtain a temporary restraining order from the local court.
- Suspend the employee and tell him to stay away from the office and the individuals until further notice.
- Obtain security for the relevant work site, at least on a temporary basis.
- New employee in skimpy attire: Can we create a dress code without singling her out?
- Football-themed safety incentives cut accidents
- Do your best to promote workplace civility, but don't sweat faux pas that weren't meant to offend
- PHRA and Title VII: No delays allowed when investigating sexual harassment
- Be prepared to explain why offenses were similar but punishments differed