ࡱ> gifk ubjbj B.}}kl....~~~$<<<PT4M2 S S S ++++9+,#<,OL$fN PjsL~S 1 "S S S sL .. 1LX S ..8 ~ + S + [)f~+  zh< .J*+LT4Mb*8P P+ .... EMPLOYER RESPONSE TO SHOOTING During times of national disaster it is important for employers to provide compassionate responses to employees concerns. As a company, you may want to consider the following goals: Facilitate security. Provide a system for communication. Provide resources and education regarding common reactions to traumatic events. Assist the community, whenever possible. To reach these goals you can: 1. FACILITATE INFORMATIONAL MEETINGS Company representatives who can remain objective, to the best of their ability, and who can allow for employees strong reaction should facilitate these meetings. An objective stance by the facilitator(s) may offer employees a sense of security, and help them feel safe to express their reactions and feelings without concern or hesitation. These meetings should be structured, to facilitate a sense of normalcy . 2. POINT TO RESOURCES At this crucial moment, employers can help by pointing employees to available resources. Connecting people to group and community support can go a long way toward achieving a sense of hope and safety. Remind employees about their Employee Assistance Program, and other resources, such as places of worship, loved ones, friends and neighbors. Additionally, it may be helpful to brainstorm with employees about any resources they can identify or feel comfortable contacting. 3. COMMUNICATION Communication is essential. People feel more secure if they have access to information. Allow employees access to radio and television. Designate a point person(s) in the organization who employees can go to for information, and provide formal communication to employees as needed. Facilitate phone access for employees in order to call family members. 4. INTERRUPTION OF PRODUCTIVITY AND INTERVENTIONS At this time, it is important to anticipate that it may not be business as usual for your company. Employees will be distracted and may feel a sense of danger and lack of overall safety. Expect that productivity may be low. Some employees may find comfort in the structure of work, while others may be more reactive and may need to go home to be with loved ones. There may also be some employees who are more overwhelmed or traumatized. These individuals may need professional attention and can be directed to call the EAP on their own. Any employee can meet with an EAP provider in the area. Employers should allow for this range of employee needs. Identify your business priorities and communicate these to your employees. 5. SUGGESTED AGENDA FOR MEETING WITH THE EMPLOYEES Step 1. Designate a meeting place and convene group meetings with employees Limit groups to 15 employees. Create groups using employees from the same department. Familiar faces can bring comfort and support. Limit meeting to 30 minutes. Step 2. Discuss objectives of meeting with management staff Discuss your companys safety protocols. Review current facts of the situation. Review information as it pertains to the company (if applicable). Educate about company resources and plan. Step 3. Meeting Review events and facts. Remind employees of company safety protocols. Employees will have reactions that range from anger to shock. Expect and support this wide range of responses. Listen. Encourage employees to speak one at a time. Distribute EAP handouts on self-care and support strategies. 6. COMPANY RESPONSE TO THE GREATER COMMUNITY AnThe employer can create a sense of hope by developing avenues forof employees to aid the communityactions. What can your organization do to help mobilize the community? How can you be of help? Companies can call local community organizations to offer assistance as dictated by the needs of the organization. Donations and financial assistance can be made available to organizations, families or individuals. 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