Spherion Legal

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Spherion, through its subsidiaries, maintains a number of trademarks, trade names and service marks in the United States and certain other countries, including, but not limited to, SPHERION®, the Spherion logo, MERGIS®, THE MERGIS GROUP℠, YOUR BRIDGE FOR THE BEST HIRE℠, ON-PREMISE®.

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• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Spanish)

• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Spanish)

• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Español)

• Sexual Harassment Prevention Brochure (English)
• Randstad's Sexual Harassment Policy & Poster - Chicago (English)
• Folleto de prevención del acoso sexual - Chicago (Español)

• Sexual Harassment Prevention Brochure (English)

• Sexual Harassment Factsheet (English)
• Prevención del Acoso Sexual Factsheet (Español)
• Sexual Harassment Prevention Policy - NY Policy Addendum

There are many forms of workplace violence, which can occur among co-workers or be perpetrated by individuals from outside the workplace.  

Examples of Workplace Violence among Co-Workers  

• Concealing or using a weapon 
• Physical assault upon oneself or another person 
• Actions that damage or destroy property 
• Intimidating or frightening others 
• Harassing, stalking or showing undue focus on another person 
• Physically aggressive acts, such as shaking fists at another person, kicking, pounding on desks, punching a wall, angrily jumping up and down, screaming at others 
• Verbal abuse including offensive, profane and vulgar language 
• Threats (direct or indirect), whether made in person or through letters, phone calls or electronic mail 

Examples of Other Forms of Workplace Violence  

Domestic violence: Often, co-workers and supervisors believe that domestic violence is something that is not their concern, or a private family matter that should not be brought to work. But the problem and related harm do spill over into the workplace. If the victim has sought shelter or a restraining order, the workplace is frequently the place s/he can be found by the perpetrator. It is not uncommon for the perpetrator to show up at the work site to carry out acts of violence against the partner or anyone trying to protect that person. See the appendix for more on domestic violence. 

Violence or threats perpetrated by our customers, their employees or other third parties directed at a Spherion worksite or office: this includes bomb threats, which make up an increasing percentage of workplace violence incidents, as well as threats as a result of an employee not getting paid. See the emergency pay for employees section for more details.  

Workplace violence can affect and involve employees, franchisees, customers and visitors. It is impossible to quantify the costs, because a single incident can have sweeping repercussions. However, here are some of the potential effects:  

• Loss of life 
• Physical or psychological repercussions felt by the victim, as well as the victim's family, friends and colleagues 
• Loss of productivity and morale 
• Temporary or permanent absence of employee(s) 
• Property damage, theft and sabotage 
• Diversion of management resources
• Increased security costs 
• Increased workers' compensation costs 
• Public relations impact on the employer if news reaches the media 

Roles and Responsibilities  

Everyone at Spherion can help make a difference and prevent or mitigate workplace violence. Success in the protection of our franchisees, colleagues and employees requires your personal attention and, as necessary, appropriate action.  

All Individuals (Including Franchisees, Managers and Supervisors) are Responsible for: 

• Their behavior by interacting responsibly with fellow employees, supervisors and clients 
• Being familiar with the policy regarding workplace violence 
• Promptly reporting actual and/or potential acts of violence to appropriate authorities 
• Cooperating fully in investigations/assessments of allegations of workplace violence 
• Being familiar with the services provided by the Employee Assistance Program 
• Informing appropriate personnel about restraining or protective court orders related to domestic situations so that assistance can be offered at the work site 

Managers and Supervisors are Additionally Responsible for: 

• Informing employees of the workplace violence policy and program 
• Taking all reported incidents of workplace violence seriously 
• Investigating all acts of violence, threat, and similar disruptive behavior in a timely fashion and taking the necessary action(s) 
• Providing feedback to employees regarding the outcome of their reports regarding violent or potentially violent incidents 
• Requesting, where appropriate, assistance from functional area expert(s), such as Risk Management and Employee Relations
• Being cognizant of situations that have the potential to produce violent behavior and promptly addressing them with all concerned parties 
• Encouraging employees who show signs of stress or evidence of possible domestic or other violence to seek assistance, such as the Employee Assistance Program 
• Assuring, where needed, that employees have time and opportunity to attend training, e.g., conflict resolution, stress management, etc. 

Risk Management Team: 

• Helping to defuse violent situations, assisting with threat assessment and response activities 
• Providing technical advice and support regarding physical security matters 
• Assisting with or conducting investigations of threats or incidents
• Acting as liaison with local authorities and outside law enforcement agencies 
• Assisting in assessing the physical and social environment for potential negative and positive stressors (e.g., space, lighting, temperature, and noise level) 
• Assisting in emergency preparedness activities 

Employee Assistance Program (EAP) is Responsible for: 

• Providing consultation and guidance to supervisors in dealing with employees who exhibit performance or conduct problems 
• Providing problem assessment for employees experiencing personal problems on and off the job 
• Providing short-term counseling and referral service to employees 
• Referring employees needing long-term counseling to appropriate treatment resources 
• Participating in conducting threat assessments, when requested 

Human Resources (Employee Relations) is Responsible for: 

• Assisting in assessing and investigating allegations of workplace violence raised by employees, supervisors, managers, franchisees, as requested 
• Providing technical expertise and consultation to help supervisors determine what course of administrative action is most appropriate in specific situations, including alternatives to discipline and the use of an alternative dispute resolution  process 
• Providing advice and counsel regarding personnel rules and regulations  
• Offering training courses to assist franchisees and colleagues in dealing with situations that may lead to potential violence, e.g., conflict resolution, stress management, negotiation skills, etc. 

All employees can report workplace violence, harassment, and threatening incidents without fear of retaliation. Each employee can report incidents of this nature in a confidential manner. It is imperative that all known incidents are reported without delay. 

All incidents shall be reported by Internal Staff to the Threat Team or HR Support. All facts and digital evidence need to be disclosed for documentation purposes. The Threat Team and/or HR will provide immediate guidance on the next steps. 

Employees reporting an incident are directed to contact their client supervisor and Spherion representative so the incident can be reported to the Threat Team or HR Support. The Threat Team will provide immediate guidance on the next steps.

The Threat Team will maintain a log of all incidents and investigative details of the incident. Employees are entitled to view or obtain a copy of the incident log within 15 calendar days of the request. A formal request can be made to the Threat Team or HR Support. A release of the log shall have redacted personal information, such as name, address, phone number, or any information that could reasonably compromise an involved party's personal safety and security. All medical-related information shall be redacted. 

In certain incidents of workplace violence, threats, and harassment, and where jurisdictions allow, Spherion may seek a civil workplace violence restraining order for your protection, if an incident took place at work. Spherion will be responsible for seeking the restraining order. You have the right to have your identity redacted from the order. If you believe you are in need of a workplace violence restraining order, please contact your Spherion representative. 

• Know the risk factors 
• Maintain a positive work environment 
• Maintain a secure and physically safe workplace 
• Education and communication 
• Know the warning signs 
• Don’t ignore the warning signs 
• Intervene early 
• Set expectations

 

Know the Risk Factors  

General research has identified several factors that may increase the risk of  violence for some workers. Such factors include:  

• Exchanging money with the public, such as delivery drivers 
• Working alone or in isolated areas 
• Providing services and care, such as healthcare professionals, public service workers, customer service agents, law enforcement personnel 
• Working somewhere alcohol is served 
• Time of day and location of work, such as working late at night or in areas with high crime rates 

At Spherion, we must be aware of those factors that put us at risk and take measures to prevent being in a situation of risk or putting other employees in a situation of risk.  

Maintain a Positive Work Environment  

Although no workplace can be perceived as perfect by every employee, there are several steps that management can take to help create a professional, healthy work environment that minimizes negative feelings, such as isolation, resentment, and hostility among employees. These include, but are not necessarily limited to:  

• Promoting sincere, open and timely communication among franchisees,  managers and employees 
• Offering opportunities for professional development 
• Fostering a family-friendly work environment 
• Maintaining mechanisms for complaints and concerns and allowing them to be expressed in a non-judgmental forum that includes timely feedback to the initiator 
• Promoting "quality of life" issues such as facilities and job satisfaction 
• Maintaining impartial and consistent discipline for employees who exhibit improper conduct and poor performance 

Maintain a Secure and Physically Safe Workplace  

The worksites of Spherion franchisees and colleagues differ in location and security in place. Some locations have a physical security presence, badging systems or other security measures. It is important if at any time there is a security concern or question about security measures in place to raise that concern. All Spherion franchisees and colleagues should notify Risk Management or designated police of suspicious or unauthorized individuals, who may be on or around our areas of work. 

Education and Communication  

Education and communication are also critical for prevention, specifically:  ∙ Ensuring employees, supervisors and managers are aware of all aspects of the workplace violence program, including what it is, what to do when faced with possible problems, roles and responsibilities, early intervention techniques, who to call for assistance, etc. 

• Techniques designed to effectively deal with conflict resolution, stress reduction, etc. 
• Support services that are available (at Spherion, counselors are available via the Employee Assistance Program.) 

Know the Warning Signs  

It’s important to know that signs may be demonstrated by perpetrators of violence, as well as those who are victims of violence. Although only one of these indicators may occur, it is more likely that a pattern will occur or that they will represent a change from normal behavior. Remember, the presence of any of these characteristics does not necessarily mean a violent act will occur. They may instead be indicators of another type of problem, such as being ill, depressed, bereaved, etc. 

Some examples include:  

• Attendance problems – excessive sick leave, excessive tardiness, leaving work early, improbable excuses for absences 
• Adverse impact on supervisor's time – supervisor spends an inordinate amount of time coaching and/or counseling employee about personal problems, dealing with co-worker concerns 
• Decreased productivity – making excessive mistakes, poor judgment, missed deadlines, wasting work time and materials 
• Inconsistent work patterns – alternating periods of high and low productivity and quality of work, inappropriate reactions, overreaction to criticism and mood swings 
• Concentration problems – easily distracted and often has trouble recalling instructions, project details, and deadline requirements 
• Safety issues – more accident prone, disregard for personal safety as well as equipment and machinery safety, needless risks 
• Poor health and hygiene – marked changes in personal grooming habits ∙ Unusual/changed behavior – inappropriate comments, throwing objects ∙ Evidence of possible drug or alcohol use/abuse 
• Evidence of serious stress in the employee's personal life – crying, excessive, phone calls, recent separation 
• Continual excuses/blame – inability to accept responsibility for even the most inconsequential errors 
• Unshakable depression – low energy, little enthusiasm, despair 

Don’t ignore the warning signs

This is an emotional and complex topic, and decisions about what to do in certain situations are not always straightforward or made in an objective state of mind.  Actual threats should always be taken seriously and responded to immediately.  When there is not an actual threat, judgment and senses should be trusted. If you feel that someone is dangerous, take the proper precautions. No employee will be disciplined or retaliated against for reporting in good faith an actual or suspected workplace violence situation.  

Additionally, please don’t make these common mistakes:  

• Ignore warning signs because you believe the signs are not important or are not your responsibility to address 
• Rationalize warning signs as "that's just the way he or she is," or “that is none of my business” 
• Not knowing where to go to get help in making determinations regarding real and potential risks 

Intervene Early  

This is vital to preventing escalation. There are many intervention options, and they vary greatly depending on the situation. Early intervention may defuse the initial situation and allow the supervisor to thoroughly review options for resolution.  Intervention sets the tone for how the situation will be resolved so it must be handled deftly.  

Set Expectations  

Supervisors and managers must be willing to take action when necessary. All employees must know that violence in the workplace will not be tolerated and that appropriate action will be taken if a threat of violence or violence occurs.

Follow these steps when violent or threatening behavior poses an immediate danger to people or property or when there is potential for violence based on behavior like verbal abuse, threats, property destruction, or expression of desire to hurt oneself or others. 

1. Secure your own safety and the safety of others. Leave the area if your safety is at risk. 
2. Call 911 if the situation requires immediate medical or law enforcement response or 988 to assist anyone in suicidal crisis or emotional distress. 
3. Contact the Spherion Threat team.
4. Notify your immediate manager or next-level manager. 
5. Cooperate with law enforcement. Avoid speaking with the media; all inquiries must be directed to the Spherion US public relations team. 

For incidents involving a threat of suicide, you can contact the Suicide and Crisis Lifeline at 988 to assist anyone in suicidal crisis or emotional distress. Use Spherion’s employee assistance program for employees in need of ongoing mental health support. 

When there is an immediate threat in the office:

If you have someone threatening you regarding pay, while physically in your office, immediately contact the Threat Team. 

The Threat Team will quickly assess the level of threat. The Threat Team may guide you in the conversation with the talent or ask to communicate directly with the talent to help resolve the issue.

Domestic Violence  

There may be early warning signs that this type of violence is escalating outside the workplace. The victim may show symptoms such as increased fear, emotional episodes, and/or signs of physical injury. Victims, as well as perpetrators, may show signs of work performance deterioration. By intervening when the early warning signs occur, even though violence may not yet have been committed at work, a serious incident may be prevented.  

In the event the perpetrator shows up at work with the intent of harming the franchisee or colleague and any others who happen to be in the way or involved, follow the procedures described in Level Two in responding to the immediate crisis.  

If it is known that an individual is being affected by domestic violence, whether or not the perpetrator has shown up at work, it is important to provide support and assistance. Not only is the person at risk for more and usually escalated violence, but it also has an impact on the safety and productivity of others.  

Below are some tips for franchisees/supervisors/managers when helping an individual affected by domestic violence.  

• Think about the safety of the individual, as well as everyone around her/him. 
• Talk with the employee about your concern of the possibility of the violence extending into the workplace and recommend that the employee contact the Employee Assistance Program.
• Recommend that the employee call the National Domestic Violence Hotline for more information about domestic violence or to help find local resources. 
• Contact Employee Relations for more information and/or assistance, if needed.
• Work with Risk Management and Employee Relations to develop a workplace safety plan in case an incident occurs at the workplace. 
• If the perpetrator shows up at work, call 911 immediately and follow the safety plan.

 

Suspicious Letters, Packages or Bomb Threats Made in Person or by Phone  

Follow the “emergency” situation response outlined above. Additionally, if it is safe to do so, document information gathered from a telephone or written threat from a safe location to assist law enforcement. Pertinent information may include:  

• Telephone number where the call was received 
• Exact time call was received 
• Telephone number of caller, and where calling from 
• Caller's estimated age (as determined by voice) and sex 
• Details regarding caller's voice (calm, excited, disguised, accent, etc.) ∙ Background noise, if any 
• Details of the alleged threat (time, place, etc. harm will occur) 

Medical Emergencies  

Contact the following, applicable to the event:  

• Call 911 and alert the Front Desk/Security (as applicable) so they can be prepared for first responders to arrive. 
• Call Risk Management. 
• Stay with and comfort the injured/ill person. If you are trained and willing, apply first aid. 

Reference Material  

• OSHA’s Workplace Violence Safety and Health Programs   

• Department of Homeland Security: Active Shooter Preparedness  

• The Truth Behind the Run and Hide Debate - Steve Albrecht DBA  

By opting into SMS alerts, you authorize Spherion to send you text messages regarding employment opportunities and information, including job alerts, assignment updates, interview updates, referral program updates, weather alerts, and reminders for upcoming events and services. 

You acknowledge that such messages may be sent by an automatic telephone dialing system. 

Additionally, by opting in, you acknowledge that you are at least 16 years of age and are either the wireless account subscriber or have the permission of the wireless account subscriber to send and receive text messages under these Terms and Conditions.

You may discontinue texts at any time, by replying “STOP” to any text sent from Spherion to your mobile device. You can also contact Spherion and request to have your number opted out by calling Spherion’s Call Center at 1-888-218-4417. After opting out, you will not receive any additional messages unless you opt back in.

Because Spherion sends messages as job opportunities become available, as assignment updates happen, as events are scheduled, and as weather changes, the frequency of our SMS messages will vary. 

Spherion does not charge any user fees to send or receive text messages, but message and data rates may apply from your carrier.

To get help, reply “HELP” to any message you receive from Spherion. You can also reach Spherion’s Call Center at 1-888-218-4417.

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