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.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Stanley University offers round-the-clock training
- Require medical exams if they're job-related
- Poor performance review and improvement plan alone aren't signs of retaliation
- Don't overreact to co-worker's isolated racial slur, but don't ignore it either