Examines employers' ethical and legal obligations in the situation of violence in the workplace.
Written in 2004; 1,218 words; 9 sources; APA; $ 41.95
Paper Summary:
Because workplace violence can strike without warning and because its effects can be so devastating for both the organization and the individuals involved, employers must move beyond merely their legal duties to their workforce. This paper shows that employers have both a moral and also legal responsibility to maintain a safe organizational atmosphere that is free from foreseeable harm and hazards.
From the Paper:
"Employers have a duty to be aware of employees' fitness to perform their job functions ("What is Negligent Retention," 2004). If an employer breaches this duty by retaining an identifiably unfit employee, by failing to take corrective action, such as training, transferal, reassignment of duties, or termination, then the employer may be liable for negligent retention. For example, an employer who catches a bus driver drinking, but puts him back on duty at a later time, at which time he gets in an accident while intoxicated, may be liable for negligent retention."
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