Under the California Workplace Violence Safety Act, employers may seek a temporary restraining order or injunction against anyone who poses a threat to the workplace, such as a disgruntled former employee or client, or the spouse of an employee who is a victim of domestic violence.
A workplace protective order protects not only the victim of the violence or threat of violence, but also the victim's co-workers. Under current law, after the protective order is obtained, the employer must serve the order on the perpetrator to ensure he or she has notice and therefore is subject to enforcement for violations of the order.
Workplace protective orders often are difficult for employers to serve, as the location of the perpetrator can be difficult to ascertain. California just recently adopted legislation to make this process easier. The new law requires law enforcement officers responding to the scene of reported unlawful violence or a credible threat of violence to provide the perpetrator with verbal notice of the protective order. The officer's verbal notice of the terms of the order constitutes service of the order and sufficient legal notice. Once verbal notice of the order has been given, the employer need only mail an endorsed copy of the restraining order to the individual within one day. This relaxation of the service requirements will make it less difficult for employers to protect employees from violence or the threat of violence.
If someone violates a restraining order under this law, the first conviction is punishable by a fine and up to one year in jail. Although a victim of harassment or domestic violence can obtain a restraining order on their own, a restraining order Workplace Violence Safety Act can also protect the victim and coworkers.
Employers can proactively make the work place safer for the victim, clients and other employees.
About the Author: Carl H. Starrett II has been a licensed attorney since 1993 and is a member in good standing with the California State Bar and the San Diego County Bar Association.
Now, here are my personal recommendations.
So, we left the discussion of Descriptive Statistics to blogging! We commonly use statistics in HR as you will see through this blog (I hope). Statistics provides an indicator of variation around "central tendency" values.
Blog back and tell me what you think that means.
To understand Descriptive Statistics we need to look at a few words.
Range is the distance between highest and lowest scores. Percentile is the specific point that has a given percentage of cases below it and the standard deviation is how much scores are spread out around a mean.
In what aspect of HR do we commonly look at range?
Measures of Association - Correlation - shows the relationship between two variables.
What are variables?
Measures of Association - Regression - refers to the effect of one variable to the other. If two variables are related and one changes, the second will change. This relationship is represented by a regression equation. Regression equation is used to construct a regression line (usually a straight line) on a scattergram. (You can find a sample of a scattergram in most Excel programs).
When might HR use a regression analysis?
Inferential Statistics - form a conclusion by studying a sample of the population. Population is the entire group (all employees). A sample would be part of the employees (20 randomly chosen employees).
Normal distribution is the expected distribution given a random sampling of a large population.
For what purpose would we (HR) use inferential statistics?