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Outputs of WorkRelationships' Interpersonal Risk Management System
for Company W |
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Industry:
Oil & Gas
Employees: 9000
Situation: - A CFO of a large oil & gas company contacted
us because of a significant increase in employee complaints, particularly
related to sexual harassment and wrongful termination. In addition,
the VP-HR was concerned about the increasing amount of turnover
at several sites, which reportedly had been fueled by inappropriate
behavior on the part of field hands. What he said he needed was
a way to get an overall picture of their existing employment liability
and an employment liability risk management system that would close
existing liability gaps.
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The Interpersonal Risk Profile:
At the CFO's request, the corporate counsel and VP-HR both completed
the Interpersonal Risk Audit, which revealed 11 "take action"
items out of a possible score of 26. In particular, the Interpersonal
Risk Audit identified three critical employment liability risk areas
- a large number of inexperienced supervisors who had been promoted
solely because of turnover, a clear lack of awareness of harassment/discrimination
laws and appropriate offensive behavior response strategies, and the
absence of effective screening during the hiring and promotion process. |
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Click to see sample results:
Click
to see sample harassment recommendations
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The Consultation: A WorkRelationships consultant contacted the
Corporate Counsel to discuss the results of this organization's
Interpersonal Risk Profile. It quickly became clear that turnover
and employment liability was inseparably linked to the number of
poorly qualified, inexperienced supervisors; given that the largest
jury awards are a result of the mistakes of an inexperienced supervisor,
this was a significant area of employment liability. In addition,
while the initial focus had been on specific areas of employment
liability, further exploration revealed corporate concerns about
an array of inappropriate behavior, some of which signaled a high
risk for workplace assaults and other forms of workplace violence.
Given the high
turnover rate in the oil and gas industry as well as the large number
of company locations, WorkRelationships' focused on identifying
cost-effective and systemic ways to build in employment risk management;
for example, WorkRelationships was able to add a short segment to
an already-planned new hire safety training video; this segment
briefly covered harassment/discrimination laws, outlined the company's
offensive behavior policies and procedures, and outlined appropriate
response strategies.
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Results: At the request of our client, WorkRelationships' designed
and implemented an Appropriate Workplace Behavior course for all
supervisory-level employees. Not only did this course address harassment/discrimination
prevention, because of the aggressive nature of some of the harassment/discrimination
complaints, it touched upon workplace violence and identified signs,
symptoms, and action steps. To proactively address the liability
of newly promoted supervisors, WorkRelationships' designed and produced
a brief video to be shown to each employee prior to a supervisory-level
promotion; this video outlined the legal responsibilities of supervisors
and outlined specific administrative response strategies.
Because of the
impracticality of inhouse training for nonsupervisory employees
who often work 12 hour shifts, WorkRelationships, using oil and
gas employees, created an indepth Appropriate Workplace Behavior
training video that included workplace violence prevention and harassment/discrimination
prevention. We also created interviewing checklists to help hiring
managers spot troublesome employees during the hiring interview
and recommended background and reference checking to help reduce
turnover and reduce negligent hiring liability.
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ROI: The employment liability
calculator looked at Company W's current employee complaints such
as harassment, discrimination and termination and then estimated anticipated
complaints for the following year. The estimated costs of these complaints
to Company W was $26,527,269 and by implementing the WorkRelationships
recommendations the total potential savings to Company W was $1,468,731.
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Click to see sample liability calculations:
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