|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link Workplace Bullying - A New Dilemma For Employers.Ogletree Deakins - June 25, 2008 When faced with an abusive, intimidating boss or co-worker, many people's thoughts take them back to the school ground when they first encountered a bully. Report Link “Guns at Work” Laws Resurface in Several States.Ford & Harrison LLP - March 20, 2008 The “bring your guns to work” bill, HB 503/SB 1130, has resurfaced this session in the Florida legislature, and appears headed toward passage. This legislation would make it illegal for businesses and other private property owners to have policies prohibiting firearms on their private property. The House Environmental & Natural Resources Council has approved HB 503 and the Senate Criminal Justice Committee passed SB 1130 on March 18, 2008 by a vote of 7-1. Essentially, the bill makes it unlawful for an employer to “discriminate against” an employee for exercising the constitutional right to bear arms or exercising the right of self-defense if a gun is never exhibited on company property other than for lawful defensive purpose. Report Link Harassment Restraining Orders: A Tool for Employers To Prevent Workplace Violence.Fredrikson & Byron, P.A. - January 10, 2008 According to the U.S. Department of Labor’s Bureau of Labor Statistics, 516 workplace homicides occurred in 2006. That number has remained fairly constant in recent years, with 567 homicides in 2005, 551 in 2004, and so on. In fact, according to the U.S. Department of Justice’s Bureau of Justice Statistics, approximately 18 percent of all violent crime takes place in the workplace. These statistics are no surprise, since workplace violence has become a regular feature of our daily news. Given these disturbing trends, the unthinkable has become reality, and workplace managers are increasingly looking for tools to address threatening behavior by or against employees before it can escalate to violence. Report Link "Gun Fight" at the OK Courthouse.Fisher & Phillips, LLP - January 04, 2008 With the rising concern about workplace violence over the last decade, many employers have adopted policies prohibiting guns in the workplace. Such policies generally prohibit employees, as well as third parties, from bringing firearms or other weapons onto company property, including company parking lots. Report Link Odd Man Out?Fisher & Phillips, LLP - October 05, 2007 You know the employee the caller is talking about. Quiet. Awkward. Intense. Coworkers avoid him. He makes you uncomfortable. He's "weird," the "odd duck" that everyone has ignored to date. The caller relays a rumor: he has a mental impairment and doesn't always take his medication. No one has complained about him before, but after the events at Virginia Tech, you've received calls from coworkers painting him as a ticking time bomb. Your employees are talking about him, escalating their concerns and infecting the work environment with a low-scale panic. They expect you to "do something." Report Link The Tragedy of Virginia Tech - Lessons For The Workplace.Ogletree Deakins - June 15, 2007 As more information becomes available, we are finding an all-too-familiar profile of the young man believed to be responsible for the recent shootings on the campus of Virginia Polytechnic Institute and State University. This is a very appropriate time to refresh our memories about the kinds of behaviors which should be cause for concern on school campuses and around the office. Report Link Are You Adequately Prepared For Workplace Violence?Buchanan Ingersoll & Rooney PC - April 23, 2007 While media coverage has focused on the state of security on college campuses and Virginia Tech's response to the various events, workplaces can be just as vulnerable to shooting sprees by disturbed individuals. Report Link Don't Let Sexual Predators Prey on Your Employees.Elarbee, Thompson, Sapp & Wilson, LLP. - January 24, 2007 Anyone who has watched the news in the last few years is aware of the national concern over sexual predators. The hospitality and service industry should be especially vigilant because it employs a large percentage of teenagers who are vulnerable to sexual predators who might take advantage of late-night hours to prey on them. However, there are several steps that employers can take to avoid problems with sexual predators. Report Link Workplace Bullying: What Should an Employer Do?Fredrikson & Byron, P.A. - April 20, 2006 When employees complain that a colleague frequently glares at them and gives them the "silent treatment," thus interfering with work production and decreasing department morale, what is an employer to do? What if one employee complains that others in her department repeatedly exclude her from lunch and other social outings? Or, what if employees complain that their supervisor speaks to them in a loud, gruff, and intimidating tone of voice because, as he says, "That's just how I talk"? Report Link Preventing Workplace Violence (pdf).Watkins Ludlam Winter & Stennis, P.A. - March 17, 2005 The Meridian Star reported on Wednesday, July 9, 2003, that an individual attending a 9:30 am ethics class conducted at the Meridian, Mississippi Lockheed-Martin fighter aircraft component
manufacturing plant left the plant, came back heavily armed and opened fire. Report Link Preventing Violence In The Workplace.Semmes Bowen & Semmes - January 01, 2003 Most employers do not take the threat of workplace violence seriously enough. Report Link Violence in the Workplace: Legal Obligations and Employer Responses .Lowenstein Sandler PC - February 01, 2002 To minimize legal liability, an employer should develop with legal counsel a written, antiviolence policy, which emphasizes the employer’s commitment to oppose workplace violence and threats of violence. Report Link Preventing Violence and Disruption in the Workplace.Jackson Lewis LLP - November 21, 2001 Employers have a legal obligation to provide a workplace reasonably free from hazards. They also have the obligation to take reasonable steps to insure individuals they employ and do business with will not cause intentional harm to other employees. Report Link Prevent Violence in the Workplace [PDF File].Lowenstein Sandler PC - November 05, 2001 Preventing workplace violence is not a simple affair, but a compre-hensive plan can go a long way toward limiting legal liability and saving lives.
|
ArticlesFound: 14 ArticlesNO SUBTOPICSEmployment Law Seminars
WORKPLACE VIOLENCE: STRATEGIES FOR PREVENTION
Sacramento
July 8, 2008 Shaw Valenza LLPBenefits "Q And A": Get The Benefit From Our Benefits ExpertsEast Elmhurst
2008-7-8 Queens Chamber of CommercePREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Eureka
July 10, 2008 Shaw ValenzaThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActNew London
2008-7-16 Jackson Lewis LLPThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-7-16 Jackson Lewis LLPFree Lunchtime Webinar: Protecting Company Assets: Trade Secrets, Non-Competition, And The World Of Restrictive Covenants: Will The Courts Really Enforce These Agreements?Online
July 17, 2008 Fisher & PhillipsDealing With HR Dilemmas In The Digital AgeMelville
2008-7-17 Jackson Lewis LLPDealing With HR Dilemmas In The Digital AgeIrving
2008-7-17 Jackson Lewis LLPComplimentary Breakfast Briefing for In-House Counsel, Senior Management and HR ProfessionalsMemphis
July 22, 2008 Ford & HarrisonInternal Influences /Protecting Your Workplace From Distraction And Destruction - Part IIRiverhead
2008-7-24 Jackson Lewis LLP |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds