By Christina Santillo, SHRM-CP, Senior Human Resources Consultant
Employee safety should always be a top priority for every organization. At times, personal matters in an employee’s life can create potential risks in the workplace. When an employee has a restraining order, it is important that the employer is informed so appropriate steps can be taken to help prevent incidents and protect staff.
Recommended Action Steps for Employers:
Consider the following steps as part of your response to this situation.
- Keep a copy of the restraining order in a confidential file.
- Notify supervisors/managers who need to know.
- Give reception a picture of the person and clear instructions not to allow entry under any circumstances. Consider locking the front door if possible and requiring reception to unlock the door for all visitors.
- Remind staff of safety procedures (i.e., not leaving doors propped open).
- Be sure you have considered any other steps that may be needed to protect the employee’s privacy. For example: if the employee’s picture is on a social media platform administered by the company, consider removing their image for now.
- Consider additional accommodations that may help protect the employee while they are at work (i.e., relocate workstation if it is vulnerable).
- Have someone escort employee to vehicle when leaving the office.
- Tell the employee to notify you if they are receiving threats or is being harassed while at work (via phone or electronically) so that you can further document the inappropriate contact. That may help the employee if they need to show the court violation of the restraining order.
When the Restrained Individual Is Another Employee
In some situations, the restraining order may involve another employee. These cases are particularly complex and should be handled carefully. If that occurs it is recommended employers call the HR helpline to discuss. This is a complex situation and requires reviewing the order and potentially offering different shifts, remote work, or potentially placing one employee on leave.
Restraining orders in the workplace require swift, discreet, and coordinated action. By implementing proactive safety measures. Organizations can help protect their workforce while reducing legal and operational risk.
The information shared here is intended for general awareness only and should not be relied upon without guidance from a qualified workplace violence expert, such as law enforcement or other trained security professionals.
If you are an employer with questions about restraining orders in the workplace or if you have questions about any HR issue, contact our Risk Management Division by phone at 855-873-0374 or by email at . We will be happy to help!
Disclaimer: This information is for informational purposes only and not for the purpose of providing legal advice. This article does not create an attorney-client relationship between Keystone’s Risk Management Division and the reader.