Overview: Workplace security is a broad term referring to numerous security issues an employer might face, ranging from technological to property security. It includes ensuring that both trade secrets and physical property stay with the employer as well as protecting employee security, such as from physical altercations, shootings or terrorists acts, among others. It also includes natural and manmade disasters, such as nuclear explosions or blizzards. When an employer knows all of its security risks, it can take steps to eliminate them or mitigate the damage of any that occur in the workplace.
To secure the work environment, the first step is to evaluate and determine the risks that affect that particular workplace. Every workplace is different, and will have different realistic threats. An employer in California might need to recognize an earthquake as a potential risk, whereas an east coast employer may not need much protection against such an event. Knowing the risks for the individualized work area is critical to preparing security measures. Risk determination can be performed as part of a risk management plan.
Once the risks are known, comprehensive plans can be made to protect the employer against each likely event. Then, employers should plan drills and tests to make sure the plans work and that employees understand what they are supposed to do. Having plans for different events and testing those plans helps create sound security processes.
Trends: Parking lot laws allow employees in certain states to have guns in their locked cars even in employer parking lots. Bring Your Own Devices (BYOD) policies allow employees to use their own technology in the workplace, which raises security issues on how to protect data and sensitive information.
Author: Ashley Shaw, JD, Legal Editor
Pennsylvania employers with one or more employees working in Philadelphia seeking to inform employees about the availability of leave for victims of domestic or sexual violence should consider including this model policy statement in their handbook.
Florida employers seeking to provide notice that weapons will not be permitted inside the workplace and show their compliance with the Florida law that gives employees the right to keep a lawfully possessed firearm inside a locked personal vehicle in a company parking lot should consider including this model policy statement in their handbook.
Arizona employers seeking to inform employees that weapons in the workplace will not be tolerated, to prevent workplace violence and to show their compliance with Arizona law should consider including this model policy statement in their handbook.
Alaska employers seeking to prohibit weapons in the workplace and show their compliance with Alaska law should consider including this model policy statement in their handbook.
Employers seeking to make clear to employees that possession of firearms and other weapons in the workplace is strictly prohibited and to help prevent workplace violence should consider including this model policy statement in their handbook.
Employers seeking to notify employees of employer monitoring, measures to protect employee privacy and the strict prohibition against unauthorized or improper use of video surveillance footage should consider including this model policy statement in their handbook.
Employers seeking to reduce liability and minimize risks created by visitors to the workplace should consider including this model policy statement in their handbook.
A new Delaware law, effective January 1, 2015, will require employers to take additional steps to safely destroy documents containing personal identifying information.
In-depth review of the spectrum of Delaware employment law requirements HR must follow with respect to managing workplace security.