Employee Readiness

Should your employee return to work

Individuals placed on administrative leave for inappropriate behavior and/or terminated employees who may be ordered by an administrative personnel hearing panel to be reinstated can often cause safety concerns in the workplace. What recourse is available to determine that this person should not be allowed to return to the prior position? Or should this subject be allowed to return at all?

An employee has been involved in an altercation where serious consequences result. Perhaps he actually hit someone with a tool or he became so intimidating to a coworker that the coworker is now out on a stress leave of absence. Has the angry employee mentally reconciled the event sufficiently to be able to continue in the present position safely? Has the stressed out employee learned appropriate coping skills so that he or she can re-enter the workplace and maintain proper behavior levels?

If you are unable to answer these questions you may be culpable for the actions of these employees when they come back to work. And while there are numerous mental health professionals or even your Employee Assistance Program that may offer assistance in these matters, most are simply not capable of determining levels of dangerousness and propensities towards violence. When these points are overlooked or not discovered and the safety of your employees, clients, customers and others is compromised, courts have held employers liable.

There is a fine line between violence and dangerousness. A person may be prone to violent temper tantrums but may actually not be a danger to anyone. There are those who would point to the American Disabilities Act to substantiate why the employer is stuck with such an employee. The Workthreat Group will correctly assess these issues and supply you with a written report where required. The Workthreat Group will determine:

(1) degrees of dangerousness or stress; (2) the potential for these levels to increase or stay the same; (3) the extent the organization may have contributed to these issues, if at all; and (4) specific ways to approach and handle these individuals.