Work Safety and Revenge in the Workplace

Workplace harmony is a difficult thing to achieve. It requires patience and professionalism. Sometimes it requires the careful handling of employee disagreements by human resources staff and other managers. If disputes are not dealt with, they can fester and cause animosity. Occasionally, an office disagreement can lead to sanctions or the dismissal of one or more employees. In such cases, employers and remaining workers should take precautions against retaliation.

Human-resource professionals and managers must deal with employee problems professionally and sensitively. There should be clear and fair rules in place to help employees mediate problems. There must also be clear and fair procedures for terminating employees. The process should involve several people so that personal animus is deflected from individuals. There must also be systems in place for employees to contest charges against them. People are terminated all the time without anger. Most anger stems from being humiliated during the process. The more transparent the rules for termination are, the less likely this is to happen.

Once termination occurs, property and employees should be protected from retaliation. Security access should be denied to terminated employees. There should also be a framework for the return of personal property and the collection of company property from the ex-employee. Any kind of threat should be dealt with through the proper authorities.

Business owners and employers should protect business assets through fidelity bonds. Other kinds of insurance can protect the company and stakeholders against claims of damage and negligence. Regardless, policies and insurance should be in place to guard against an employee who seeks revenge for perceived abuse.