MARK OLIVER E.

MELCHOR
BSN-4A
GROUP3

1. Will “Zero Tolerance” in your organization require firing of all violators of your
workplace violence or Safe workplace policy?
 No, Employers should implement and execute a zero-tolerance policy for
workplace violence amongst and among employees. Employers should also
consider providing staff with violence-prevention training conducted by a
reputable professional or law enforcement official. Programs can train employees
in specific conflict de-escalation techniques, such as what to do in case of robbery
or assault.
Employees will make mistakes. Everyone will make mistakes. That’s will make a
bad name for The employer in the market and no qualified employer will ever join
that organization.
The decision to fire an employee cannot be made arbitrarily. In terms of the law,
zero-tolerance does not imply automatic dismissal. Decisions that have an impact
on a person’s career should be made with caution. Managers are also paid to
manage. A zero tolerance policy eliminates the need for supervisors, managers,
and HR to utilize their discretion when weighing the seriousness of the infraction,
mitigating considerations, the history of the employees involved, and the
appropriateness of the chosen solutions.

2. Do you think the supervisor properly enforce work rules in order to prevent situations
conducive to potential violence or other injury?
 Yes, Employers must also implement and execute a zero-tolerance policy for
workplace violence against or between employees. As part of new-employee on-
boarding, and at regular intervals throughout the year, make sure employees
understand behavior expectations. Employers could also consider providing
violence-prevention training to their employees, which should be provided by a
recognized professional or a law enforcement authority. Employees can be trained
in specific conflict de-escalation strategies, such as what to do in the event of
robbery or assault, through programs.

3. If you are a member of the Incident Response Team how will you diverse disciplines and
perspectives to allow for all aspects of situations to be addressed?
 Zerotolerance does not imply that everyone who violates the policy must be
dismissed; it does, however, imply that all instances of workplace violence must
be reported and investigated. Consider incorporating words like “verbal abuse
 includes, vulgar language” if your organization isn’t going to examine every case
of verbal abuse by a member of management. Policy language should promote
reporting, define who should receive reports, and make it clear that retaliation for
reporting infractions would not be permitted. Once you’ve established a
documented zero-tolerance policy for workplace violence, make sure you stick to
it. Investigate complaints and enforce discipline consistently. Remember that the
longer the period between the threat and the employer’s response, the more
doubts about perpetual reasons for any choice can be raised.

4. Did they have a leader who can listen to conflicting views of members and make
decisions as to what course of action to take in the absence of consensus?
 It only takes one failure to kill or injure someone. The list of automatic discharge
rules is frequently brief. A small list, of course, raises the question of whether
some safety standards are more vital than others. The answer is no on paper;
nevertheless, if you’re dealing with hundreds of lines in a variety of plants in
various locations with diverse levels of quality labor, lockout and guarding may
be the most risky or costly risk.

5. Explain what resolution was applied in this conflict situation?

 It ended in a peacefully. All staff were given disciplinary actions. This is the
appropriate way toad drees this kinds of issue in a company rather than being
removed from the company.