Company Priority: Domestic Violence in the Workplace
An employee’s character reflects huge aspects within a workplace. The safety and smooth flow in the workplace would all usually depend on the behavior and attitude of the people working in it. Without properly knowing who these people are working for you, you’re never guaranteed peace and harmony within it. Before hiring anyone, a lot of companies have obligated their human resources staff to deeply screen the applicants. This way you won’t make any mistakes of hiring the wrong person for the job position. However, as much as there’s a need to check the applicants, a regular background check on the employees is greatly suggested as well. Easy to distinguish signs can actually guide you on deciding whether or not to request a comprehensive www.identitypi.com/" target="_self">background check on an employee. These signs may include primarily, instances such as productivity decline, absenteeism, troubles with colleagues, and many other noticeable signs. The background check isn’t necessarily a means to find fault in the employees; it will only be your way of making sure the people working for you are still at their right state.
Stress is a primary factor for a member of staff to lose its track. By evaluating the condition of someone within the workplace, you’ll be able to act on the situation before things get worse. Besides having trouble with the work load, another factor for a change in an employee’s behavior can fall on a level of Intimate Partner Violence. This is actually one of the major causes known to most surveys. According to one study, 74% of battered women said they have been harassed or abused by an intimate partner at work. This makes relationships within the company a must not be tolerated issue. In most cases of company loses, a lot is caused by issues on this IPV incidents. Business owners should know and realize how to act on issues related to this IPV victims and abusers. It had been known that although a lot of company owners know about this case, they are unaware of how to react in this kind of situation. They tend to ignore their observation and hide instead of taking any action. The sensitive state makes it very uncomfortable to approach. However, the more enlightened employers know better.
The answer as to how an employer should react is quite easy actually. Following the three R’s which is: to Recognize, Respond, and to refer is the action that could solve this problem. Once you’ve come to recognize the employee or colleague involved in the relationship or case, you’ll have to call their attention. Thus requiring them to Respond, and then from there you could Refer them to the help care that they need. With a quick background check on the people involved, you’ll learn whether they have the tendency or they have an issue which is related to the problem at hand. From there, you’ll have better grounds on what to decide and what action will be best to fix the trouble being caused by the situation.
About the Author:Jana Jessen is a writer and author on www.articlesbase.com, employment" target="_blank">www.identitypi.com/">employment background check and background" target="_blank">www.identitypi.com/professional-licensing.php">background services.
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