When does an employer need to respond to a threat?

When does an employer need to respond to a threat?

Workplace violence has become too widespread for employers to address threats only after employees act on them. Mindful of violent tragedies such as the Columbine shootings and the Sept. 11, 2001, terrorist attacks, employers should not take threatening employee behavior or language lightly.

How to report workplace violence to the Dol?

Employees at all levels are encouraged to report threatening or intimidating behavior to the appropriate authorities in and outside the Department. Increasingly, employee and labor relations staff are being asked to handle cases involving the discipline of employees who threaten or actually commit violent acts in this Department.

What to do if an employer makes a threat of violence?

HR professionals should act on threats of violence, as such threats may be an employer’s only warning that workplace violence is actually being contemplated. Most HR professionals understand that the mere threat of violence should be met with swift discipline and possibly termination.

Can a person threaten to harm a co-worker?

An employee may communicate a specific threat to harm a co-worker via e-mail or a social networking site, for example. Or a threat may contain implicit or overt racial prejudices or may suggest sexually predatory and assaulting behaviors. No policy can always prevent employees from threatening or perpetrating violence.

How to deal with threats in the workplace?

If you notice any threatening behaviors, you should alert appropriate personnel and human resources, if your business has an HR department. Always treat the person with respect when talking with them. The goal is to avoid any escalation. RELATED: What you need to know about firearms in the workplace.

What does the Department of Labor mean by harassing someone?

The Department defines harassing conduct as any unwelcome conduct, verbal or physical, based on race, color, religion, sex, national origin, age, disability, genetic information, veteran status, marital status, parental status, pregnancy, sexual orientation, gender identity, political affiliation or belief, or any other prohibited factor.

Employees at all levels are encouraged to report threatening or intimidating behavior to the appropriate authorities in and outside the Department. Increasingly, employee and labor relations staff are being asked to handle cases involving the discipline of employees who threaten or actually commit violent acts in this Department.

What are the federal laws about workplace harassment?

WORKPLACE HARASSMENT Under federal law and Department of Labor (DOL) policy, harassment by DOL employees of DOL employees based on race, color, religion, sex (including gender identity and pregnancy), national origin, age, disability, genetic information, sexual orientation, or parental status is prohibited.