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#1 Posted : 02 August 2001 21:24:00(UTC)
Rank: Guest

Posted By Keith Archer.
An allegation was made against an employee by a member of the public of which the CPS later withdrew. This employee is now due to return to his place of employment at a leisure centre (local authority). Risk assessment has been performed with regards threats/acts of violence towards this person and has concluded that there is a risk of the above. the question is what control measures can be taken?
#2 Posted : 03 August 2001 09:05:00(UTC)
Rank: Guest

Posted By Robert Woods
The person is innocent until proven guilty.
Any person thretening, abusing or assaulting them would be commiting gross misconduct.
Make your staff aware of this.
You could also ask this person if they would be prepared to take a job in another workplace.
This may also help stop a repeat of the scenario.
#3 Posted : 04 August 2001 15:57:00(UTC)
Rank: Guest

Posted By Tim Davies
The reply you have received confuses me slightly with regard as to where the risk comes from. That said I deal specifically with violence at work as a conflict training consultant working with a major blue chip organisation. I use H & S legislation as a backbone to all assessments and protective/preventative measures along with twenty plus years of operational experience. There are many pitfalls in traditional approaches, particularly re off the shelf measures. If you want a steer in the right direction, give me an email sometime. I am not a H&S professional but did provide the hands on training for one of the winners of the HSC's Working Well Together in Healthcare Competition, recently, so must be doing something right. Any advice I can give you are welcome to.
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