Security
and Employee Safety:
An area of
growing concern in personnel security topics
in recent years has been that of security
for employees and the employer.
Personnel
security topics should include policies concerning
the security of your business
and of your employees needs to be carefully
thought out so that you do not infringe upon
anyone’s personal liberties,
while at the same time you do provide a safe
work environment.
Personnel
security topics should include such policies
as -
- Your safety evacuation
program.
- Outline how fire and
evacuation drills will be conducted in conjunction
with local laws and ordinances.
- Security passes or
ID cards.
- Computer passwords.
- After hour & visitor
policies.
The personal
security topics of importance should be that
the safety of all employees is of primary
concern. Many companies issue security
photo I.D. cards and computer
passwords are commonly used
at all levels.
Sign-in/out sheets for employees
working on weekends or after
regular business hours and policies regarding
visitors also need to be considered.
Personnel
security topics should include in many
small companies, only certain employees are
allowed to have keys, while
in retail businesses there are specific policies
regarding the handling of cash
or working cash registers. You should also clearly
state in your security policies
which employees are entitled
access to confidential information.
Make sure all
personnel security
topics, issues and policies are clearly
explained to employees and
any security personnel you
may hire to help enforce such
regulations. Your security personnel, or that
which handles security in the building in which
your company resides, needs to combine a knowledge
of your security policies with good common
sense and awareness.
In
addition, make sure to read these articles personnel
security topics:
Protect
Your Data
Living
Dangerously
Guide
to Beating the Bullies
Extra
Security Checks Necessary
Who
Regulates Workplace and Occupational Safety?
Discrimination:
Discrimination
has no place in the modern business world.
But not everyone understands the laws that
protect employees against discrimination.
What you don't know CAN hurt you
— especially if an aggrieved employee
files a discrimination claim against your
company.
When employers violate personnel
security topics such as workplace discrimination
laws — whether deliberately
or by accident — they face stiff
legal and financial penalties,
along with bad publicity,
low employee morale
and other consequences.
Discrimination
occurs when an employee suffers unfavorable
or unfair treatment due to their race,
religion, national origin,
disabled or veteran
status, or other legally protected characteristics.
This group could also include employees who
suffer reprisals for opposing workplace discrimination
or for reporting violations to the authorities.
Personnel
security topics, issues
and policies should include the law prohibiting
discrimination in a number of work-related areas
including:
- Recruiting
- Hiring
- Job evaluations
- Promotion policies
- Training
- Compensation
- Disciplinary action
This definition
raises the important point that unfair
treatment does not necessarily
equal unlawful discrimination.
Treating a person differently from others violates
Equal Employment Opportunity (EEO) laws only
when the treatment is based on
the presence of a protected characteristic,
rather than on job performance or even on something
as arbitrary as an employee's personality. Keep
in mind, however, that discrimination claims
can be highly subjective.
To avoid discrimination,
you do not have to extend preferential
treatment to any employee. The law requires
only that you extend the same
employment opportunities and
enforce the same policies for each employee.
EEO
law stipulates that an employee who experiences
discrimination within personnel
security topics can
seek remedies including:
- Back pay.
- Restoration of their
old job (if they were fired or reassigned).
- A court order to stop
the discrimination.
- Compensation for pain
and suffering.
Also, employers
found guilty of workplace discrimination
can face up to £170,000 ($300,000) in
punitive damages.
In addition,
if your company has not offered equal employment
opportunities in the past, the law can require
you to take special corrective measures.
These may include "affirmative employment"
initiatives that give members of persecuted
groups special access to the same opportunities
that other employees traditionally enjoyed.
Statute
of Limitations:
Employment law includes a statute of limitations
for employment discrimination claims. In most
cases, employees must file discrimination complaints
within 180 days of the alleged incident;
after that time, they probably cannot pursue
legal action.
Sexual
discrimination claims are a special case within
personnel
security topics:
Employees must file sexual discrimination claims
within 90 days after they receive
a "right to sue" letter from the Equal
Employment Opportunity Commission which certifies
their right to file a sexual discrimination
claim.
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Drug
use and Drug Testing:
This is one of the strongest personnel
security topics - There
is no place for illegal drug use in your business.
Your policies need to be strong and very clear.
As an employer,
your options to minimize illegal drug
use include drug testing, which has become quite
common today in many businesses.
Short of drug
testing, or in addition to a drug test, you
may require all new employees to sign a Drug-Free
Workplace Policy.
Such
a policy should make it clear that:
- It is unlawful to
possess, distribute or manufacture any controlled
substance while on company property or while
conducting company business.
- It is unlawful to
be engaged in company business while under
the influence of an illegal drug.
- Violations of the
above policies will result in disciplinary
actions that can include termination and
even legal action.
Understanding
that drug, as well as alcohol, abuse can be
the results of a physical illness
and/or an emotional dependency,
some companies are now offering programs
to help treat such employees. Unfortunately,
many smaller businesses simply do not have the
resources or funds to take
part in such programs.
In
addition, make sure to read these articles personnel
security topics, issues
and policies:
What
are the Rules for Drug Taking?
Legal
Q&A - Drug testing at Work
Drug
Testing of Prospective Employees
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Employee
Safety
