Hiring Practices as Workers Compensation Risk Management Tool

Unfortunately, work place violence is being reported more and more by the media. Fast food hiring practices are often seen as a risk management tool for reducing employment practices liability claims, but they can also prevent the severe workers compensation claims that can come when a rogue employee harms his co-workers either mentally or physically. As such, fast food restaurants should not skimp, rush through or overlook these key best hiring and behavior management practices.

Check references- Verification is the cheapest, easiest risk management tool that you have when it comes hiring risk management. For many multiple store franchisees, the issue is not making this a part of the hiring policy but the issue is ensuring that the actual folks doing the hiring have completed this task. One way to verify is to have a separate refe

rence check form that is a required part of new employee’s personnel folder. This form should require the manager to list the name of the person they spoke with and the date of that conversation.

Background checks- Although this is an added upfront cost, the cost can be minimized by using the discounts likely available through either your fast food franchisor or your employment practices carrier. In addition, should there be an incident you may more than recoup back this expense because it can be an affirmative defense and will limit damages. You can also complete two tasks at once with a background check by electing to have the company both do a criminal check and check references.

Bullying policy- Create policies that make any unwelcome physical contact the basis for immediate firing and IMPLEMENT THEM. Also, create a policy that discourages and punishes verbal abuse which is often the antecedent to a workplace violence incident. Let employees know that off hour behavior that impacts the workplace will also be responded to. Use mediation to resolve conflict early.