A growing body of research suggests that serious acts of workplace violence are frequently precipitated by “warning signs” (i.e., less serious incidents and/or observable “behaviours of concern”). Perhaps the most famous example in the cultural consciousness is the continuing signs of mental instability exhibited by Seung Hui Cho for a number of months prior to perpetrating the mass shooting at Virginia Polytechnic Institute (“Virginia Tech”) in April, 2007.
Consider this: you have encouraged your employee to use online social media during work time to build professional contacts to grow your business. The employee goes ahead and invests time during the workday visiting sites like Linkedin, Twitter and Facebook. This strategy proves to be positive; the contacts have been part of the business growth you have experienced. Then, your employee wants to leave the company and move on to another job. Can you, as the employer, ask for the contact information the employee accumulated during his or her employment?
Established in 1995, First Reference provides organizations with practical and authoritative resources to help ensure compliance with constantly changing Canadian legislation and best practice