Violence in the Workplace: Avoiding Institutional Liability.

Autor/inn/en	Marsh, Ranaye J.; Hall, Bradley H.
Titel	Violence in the Workplace: Avoiding Institutional Liability.
Quelle	(2002), (15 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Aggression; Court Litigation; Crime Prevention; Definitions; Educational Administration; Educational Environment; Educational Legislation; Educational Policy; Employment Practices; Federal Legislation; Guidelines; Legal Problems; Legal Responsibility; Negligence; Policy Formation; Postsecondary Education; Risk Management; Safety Education; Violence; Vocational Directors; Vocational Education; Vocational Education Teachers + Suchen Sie Ihr Suchwort? Rechtsstreit; Begriffsbestimmung; Bildungsverwaltung; Schuladministration; Schulverwaltung; Lernumgebung; Pädagogische Umwelt; Schulumwelt; Bildungsrecht; Schulgesetz; Politics of education; Bildungspolitik; Berufspraxis; Bundesrecht; Richtlinien; Strafmündigkeit; Politische Betätigung; Post-secondary education; Tertiäre Bildung; Risikomanagement; Sicherheitserziehung; Gewalt; Berufsbetreuer; Ausbildung; Berufsbildung; Ausbilder
Abstract	This document is intended to provide career and technical education faculty and administrators with information on institutional liability relating to workplace violence as documented in court cases. The major legislation regarding violence in schools is summarized. Seventeen warning signs of violence are presented along with simple steps administrators, faculty, and staff can take to prevent violence. The distinction between litigation and liability is explained along with principles of negligence. Selected court cases dealing with negligent hiring and retention, negligent referral, and negligent placement of students are summarized. Basic items that should be included in a workplace violence policy are listed. The following suggestions for avoiding institutional liability are offered: (1) establish a workplace violence policy; (2) create and train a workplace violence team; (3) treat threats of violence seriously; (4) conduct adequate background checks; (5) ask potential employees about criminal history; (6) refer to the sex offender registry; (7) conduct thorough reference checks; (8) obtain personnel files from previous employers; (9) train supervisors in applying workplace violence policies; (10) pay attention to warning signs; (11) keep good records of misconduct and efforts to correct it; (12) try to foresee potential incidents; and (13) evaluate situations and appropriate responses on a case-by-case basis. A sample workplace violence policy is attached. The bibliography lists four references. (MN)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC