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Workplace Stability - Hostile terminations

 

 

 

 

Workplace Stability Operations - Countering Workplace Violence

Countering violence, creating and assuring environmental conditions in the workplace that support retention, productivity, and engagement; This is a favorite mission in our Special Projects Division.

 

The courts have interpreted OSHA's general duty clause to mean that an employer has a legal obligation to provide a workplace free of conditions or activities that either the employer or industry recognizes as hazardous and that cause, or are likely to cause, death or serious physical harm to employees when there is a feasible method to abate the hazard.

 

Hostile Terminations

It's inevitable that someone in your organization will be terminated, let go or fired against their wishes. Bedrock Special Projects has a proven program that manages the termination process to prevent unnecessary disruptions in the workplace.

 

Applicable Standards

Under the General Duty Clause, Section 5(a)(1) of the Occupational Safety and Health Act of 1970, employers are required to provide their employees with a place of employment that is “free from recognized hazards that are causing or are likely to cause death or serious harm." According to the Department of Labor, the courts have interpreted OSHA's general duty clause to mean that an employer has a legal obligation to provide a workplace free of conditions or activities that either the employer or industry recognizes as hazardous and that cause, or are likely to cause, death or serious physical harm to employees when there is a feasible method to abate the hazard.  

 

An employer that has experienced acts of workplace violence, or becomes aware of threats, intimidation, or other indicators showing that the potential for violence in the workplace exists, would be on notice of the risk of workplace violence and should implement a workplace violence prevention program combined with engineering controls, administrative controls, and training.