Violence in the workplace is on the rise, according to recent news. A UPS shooting in San Francisco in 2017 in which an employee shot three of his coworkers is a good example, and there is a list of other incidents. The numbers of incidents that happen inside the workplace continue to go up. Statistics regarding violence in the workplace are important to know because these statistics offer a snapshot look into how possible it is that something could go wrong so employers can get proactive about protection and prevention.

1. Every year almost two million American employees will be a victim of violence in the workplace.

The National Safety Council provides this number and says those numbers are definitely a scary thing. According to their website, violence in the workplace is measured in four different categories:

•     criminal intent
•     worker-on-worker
•     customer-client
•     personal relationship

2. Homicide is the reason for 9% of workplace deaths.

There are seven listed reasons for workplace deaths with the National Center for Victims of Crimes, such as falls or slips, transportation incidents, and toxic exposure. However, homicide is right there with the rest of the causes, which is a disconcerting thought for business owners who want to provide a safe workplace environment.

3. There are about 18,000 workplace assaults recorded every week in the U.S.

The problems with violence in the workplace have hit an all-time high in recent years, according to Rave Mobile Safety. There are about 18,000 incidents recorded that involve some level of assault on a weekly basis. This number is scary enough, but there are also many incidents that do not get reported at all.

Prevention Is Key, But How Does It Happen?

There are multiple things employers should do to prevent violence in the workplace from ever being a problem. First and foremost, all employees should undergo professional background screening before they are ever allowed to join the workplace. The best predictor of future behavior is what is listed on an individual’s record. Therefore, a thorough background check can prevent people being brought in that could be more of a risk. Secondly, educating employees on how to properly handle assault, workplace violence incidents, and threats helps encourage them to feel comfortable enough about reporting small incidents that could eventually get worse.

Source: https://en.wikipedia.org/wiki/San_Francisco_UPS_shooting
Source: https://www.ravemobilesafety.com/blog/latest-workplace-violence-statistics

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Many employers have a different set of screening standards when they screen temporary workers with the company – or none at all. However, the same risks and liabilities apply to these temporary workers as full or part time employees.

For example, businesses can be sued for negligent hiring if a temporary worker commits a crime that affects another employee in the workplace. Liabilities related to their job duties and interactions with clients also apply. All the rules of due diligence in hiring apply to temporary staff, and this includes thorough background checks to screen temporary workers. (These rules should also apply to vendors, contract workers, and independent consultants.)

U.S. Case Law Full of Rulings Against Employers Regarding Actions of Temporary Workers

Additionally, a business can be held liable under “co-employment,” a legal tenet that says despite being on another company’s payroll, any company that supervises or receives services from that worker can be held liable for their misconduct under their watch.

If a temporary worker is found to be unqualified, unfit for employment or dangerous to staff or clients, the employer can be held liable. If someone is allowed on the premises in an employment capacity, it is the employer’s responsibility to ensure they will be effective and responsible in their role.

Case law from U.S. courts is abundant with examples showing that businesses will be held liable for the actions of their temporary workers. Duty of care should be exercised in all facets of hiring.

Identity Theft is One Possible Result if you do Not Screen Temporary Workers

An incident highlighted by the CNBC series HR Confidential illustrated how hiring a temporary worker without performing proper employment screening led to a particularly egregious case of identity theft at a New York-based company.

This foreign banking company hired a temporary worker via an outside placement agency for a position in the company file room who did not properly screen temporary workers. Soon after, other workers at the company began to report that their identities had been stolen. When three employees reported identity theft in a three-week period, the banking company quickly realized that it had an internal issue.

The company called in fraud specialists who gathered information about everyone who had ever had access to the company files. A week later, they returned with the postmaster general and armed officers. Within five minutes, the unscreened temporary worker was brought out in handcuffs.

This worker had been hired to clean and refine the employee files; however, it was revealed this worker was stealing individual social security numbers and identities. The man was ultimately arrested for applying for credit cards with a false identity.

Professionally Screening Employees Takes Guesswork Out Background Checks

This story serves as a cautionary tale for all businesses to screen temporary workers when hiring. To minimize liability and ensure the safety of staff and customers, these employees should undergo the same level of screening and background checks as any other employee.

Employment screening ideally includes a criminal background check and inquiries into performance with past employers. A credit check is crucial when screening persons who will have access to sensitive financial information.

Source: http://www.hrotoday.com/news/talent-acquisition/reduce-co-employment-risks/

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Under a new state law in Pennsylvania, school volunteers who have contact with students now must submit to a criminal background check and child-abuse clearances. The new law, which went into effect in December, also requires that school employees and contractors update their clearances every three years.

The law applies to both public and private schools and also requires teachers, staff members, administrators and contractors to obtain background checks from the U.S. Federal Bureau of Investigation, the Pennsylvania Department of Human Services and the State Police. Criminal penalties are in effect for teachers and other “mandated reporters” who fail to report cases of suspected child abuse.

Spurred by Sandusky case

The new law follows recommendations from a state legislative task force established in the wake of the Jerry Sandusky child abuse case, according to the Ambler Gazette. Sandusky, a former assistant coach for Penn State, in 2012 was convicted of 45 counts of sexual abuse of young boys and currently is serving a sentence of 30 to 60 years in prison.

Practical application

Under the new regulations, individuals who have lived in the state for at least a decade will not be required to gain FBI clearance, though they will need to comply with other requirements. School volunteers will pick up the tab for their own background searches, including $10 for a criminal background search by state police, $30 for the FBI background search and fingerprinting, and $10 for a child-abuse history.

Changes to existing law

The new law expands the list of people who qualify as mandated reporters and expands the definition of child abuse. It amends an existing policy requiring reporting of child abuse by adding school volunteers and independent contractors working around students.

Current school staff members who previously underwent criminal background searches won’t have to do so again for three years from the most recent check. Workers who were employed prior to passage of previous laws will no longer be grandfathered and will be required to submit to background searches under the new law. Although the new rules don’t apply to school board members, some are choosing to have background searches done.

Some school advocates worry that the new requirements may discourage school volunteers. However, proponents of the new law say it’s a small price to pay to ensure that students are kept safe from potential predators.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

With workplace violence on the rise, it’s critical that employers and human resources professionals know the signs and take action. Criminal history reports are the first step in weeding out prospective employees most likely to cause trouble. For staff already on site, employers must remain alert to warning signs like frequent discussion of weapons, threatening behavior and chronic stress.

The Centers for Disease Control reports that an average of 18,000 workers are assaulted, and 20 are killed, each week in the United States. How many violent incidents could be prevented if all employers conducted background checks including criminal history reports before making a hire?

Safe hiring practices

The University of Connecticut reports that it considers criminal history checks prior to employment to be a critical element of a secure workplace for university employees. Criminal history reports can help spot potential workers who might be predisposed to violent episodes and other crimes, the university notes.

State laws vary regarding how employers may use criminal background history in hiring decisions, the U.S. Small Business Administration notes. The administration advises employers to consult with a lawyer before determining whether an applicant has a criminal report.

Signs and risk factors

The threat of workplace violence increases in the presence of several risk factors, the CDC reports. They include working with the public, delivering services or goods and exchanging cash and other currency.

The CDC advises that when possible, employers incorporate physical separation of workers from customers, use bright lighting and alarm systems, implement a system for escorting employees through remote and dark areas, and train employees to respond to violent incidents.

The San Diego State University Research Foundation lists early warning signs that can be precursors to possible violent behavior of an individual:

• Paranoid behavior.
• Intense interest in weapons.
• Severe stress or evidence of personal problems.
• Making threats.
• Keeping distance from other employees.
• Arguing with co-workers.
• Violent or volatile situation at home.

While no amount of preparation can put an end to all workplace violence, employers can take steps to provide a safe working environment by conducting background checks including criminal history reports of all prospective employees. Knowing the warning signs of violent behavior also can help prevent tragedies.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Although the unemployment rate is declining, human resources personnel may still be inundated with applications for one job opening. Using a reputable background check company can save businesses time and money.

One owner of a small business recently reported receiving more than 250 applications for one job opening. He was overwhelmed with the number and stymied as to how to proceed. Even though the job was for a technical position, the owner began his screening process by tossing all applications that contained typographical or grammatical errors.

Employers should strongly consider working with an employment screening company to conduct a background check on a potential employee. There are local laws, state laws, and the federal Fair Credit Reporting Act (FCRA) that cover what information can legally be accessed. For example, permission from the applicant is required under the FCRA. Without using a reputable employment screening company, an employer is more likely to find that they have run afoul of the law.

Employment Screening Background Check Information Guidelines

Although workers have a right to privacy, employers also have a right to check to see if the applicants actually have the credentials and experience they claim on their applications. In addition, a credit report and certain types of background checks may be appropriate for certain types of jobs.

• Credit report checks: Employers may decide not to hire someone for a job as, for example, a financial consultant based on information in the credit report. If so, a copy of the report must be given to the applicant and a reason given for not hiring him or her, as required by the FCRA.
• Criminal background check: Laws vary by state, but there are many jobs where a criminal background check seems imperative. For example, employers may not want to hire someone with the responsibility of overseeing the collection of money if that person was previously convicted for embezzling.
• Driving records: If a person is being hired as a bus, truck or delivery driver, the background check should include the driving record of the applicant.
• Educational credentials: Unfortunately, some applicants exaggerate and are not honest when listing their educational background. An education verification background check will verify whether or not the person has the credentials they claim.
• Work experience: An employment verification background check will verify that the work experience listed on the application is correct. It will also identify gaps in employment that the employer may want to discuss with the applicant.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.