Don’t assume employees know the rules, now is a perfect time to remind everyone where the lines are drawn
Do not wait until you have a situation.
As a former HR director for 25 years and as a labor and employment attorney for over 35 years, it is critical to remind your workforce of the ground rules, obvious as they may be.
Workplace violence does not have to be a fact of life.
Regardless of which side of the aisle you are on and regardless of which side of the aisle any employee is, make it clear what is protected in the way of First Amendment speech and what is not.
Our prior posts from Synergy HR make it clear where the lines should be drawn when it comes to First Amendment political speech rights. We thought it appropriate to go a step further.
The focus of this post is the growing concern of the potential for politically-related weaponized speech as well as action. It is critical to ensure that you have drawn the lines in the event of either or both.
We recommend you take a hard look at what your policy says, if you have one, and how it handles the potential for what could happen, if Trump loses or even if Trump wins. If you don’t have one, now would be a good time to generate one.
What are the rules in the event of, “if” something happened?
When was the last time you reacquainted your workforce with the ground rules, do you have a violence prohibition policy, do you have a firearm/weapons prohibition policy focusing on the workplace and all premises including the parking lot?
You can download our model violence prevention policy below…
Click to download our violence prevention policy template below:
Synergy HR can help you tailor this to your individual situation. We also have an anti-weapon and firearm policy which we can help you with. Contact us to discuss in more detail.
Be prepared, just in case!
