Spotting potential problems can be challenging, but labor and employment attorneys, security experts and business leaders say these dozen tips will help companies identify the warning signs and avoid potential danger:
• Conduct thorough face-to-face interviews with potential employees;
• Perform background checks and seven-year criminal history reports in counties where applicants have lived;
• Confirm licenses, educational degrees and professional certifications;
• Call references and past employers about a job applicant’s experience;
• Train employees to know when and how they should report their concerns;
• Take all concerns and accusations seriously and clarify the facts;
• Never ignore a complaint or report about potential violence or outbursts in the workplace;
• Contact labor and employment experts about your company’s rights and responsibilities;
• Develop and/or update your workplace safety handbook often;
• Hire on-site security to sign in visitors, check IDs and confirm guests are expected;
• Install security alarms that will alert police officials directly in case of emergency;
• Conduct a security audit to identify areas that need improved surveillance and lighting;
Mimi Lanfranchi, senior vice president for Allied Barton Security Services, says managers must be alert to indirect pleas for help and provide a positive and timely response to ensure a safe and secure work environment.
Lanfranchi, a former FBI investigative specialist, said excessive tardiness or absences could signal a bigger problem. Such actions are a significant indicator that there is a problem, especially if the employee is usually prompt and responsible, said Lanfranchi.
Also, if a worker who normally adheres to safety guidelines experiences an increase in violations, it could be the result of carelessness, inadequate training or stress, said Lanfranchi. “This may be a serious situation which requires the intervention of professional employee assistance personnel.”
Stress and depression can be serious issues in the workplace, said Lanfranchi.
“An organization should have procedures in place to identify workers who are victims of stress and provide an effective intervention program. Stress mitigation and personal wellness programs should also be considered by employers,” she said.
