Maintaining a safe work environment is paramount for any organization. However, challenging situations may arise when an employee on modified duties expresses frustration and makes concerning comments about harming senior management. In this blog post, we will discuss how a leader at 308 Consulting & Strategy Group Inc. should handle such a situation, including necessary actions, conducting a hazard risk assessment, contacting relevant parties, and addressing real versus perceived threats. We will also explore when the employee should be returned to duty and the importance of considering their medical condition that led to modified duties.

1. Immediate Response and Escalation: When an employee makes a threatening comment, it is crucial to respond promptly and seriously. The supervisor should remain calm and collect all necessary details about the incident. The supervisor must immediately inform their manager, providing a comprehensive account of the events, including the specific comment made by the employee. It is essential to treat the matter as urgent and prioritize the safety of all employees.
2. Conducting a Hazard Risk Assessment: A hazard risk assessment is a systematic evaluation of potential hazards and risks within the workplace. In this scenario, the comment made by the frustrated employee poses a significant risk to the safety and well-being of senior management and the organization as a whole. A thorough hazard risk assessment should be conducted to determine the severity of the threat and identify appropriate measures to mitigate the risk effectively.
3. Contacting Relevant Parties: Depending on the severity of the threat and company policies, it may be necessary to involve external authorities, such as law enforcement or security agencies. The supervisor and manager should collaborate and determine the appropriate entities to contact to ensure the safety of all employees. This may include informing company security personnel, coordinating with local law enforcement, or seeking guidance from legal advisors.
4. Obligations of the Supervisor and Manager: Both the supervisor and manager have distinct obligations in handling this situation. The supervisor’s responsibilities include documenting the incident, reporting it to their manager, and cooperating with HR and other relevant departments. The supervisor should provide all relevant information, assist with investigations, and ensure appropriate support is provided to the affected employee. The manager’s obligations involve taking immediate action, conducting an investigation, implementing safety measures, and considering appropriate disciplinary actions or counseling.
5. Real vs. Perceived Threats: Differentiating between real and perceived threats is crucial when assessing the seriousness of the situation. While a perceived threat may stem from frustration or dissatisfaction, a real threat indicates a genuine intention or capability to cause harm. Leaders should consult with HR and legal advisors to make an informed judgment and determine the appropriate course of action based on the nature of the threat.
6. Return to Duty Considerations: The decision to return the employee to duty should be approached with caution. It is essential to consider the severity of the threat, the employee’s medical condition that led to modified duties, and any recommended accommodations or support. If the threat is determined to be perceived and the employee demonstrates remorse and willingness to adhere to workplace norms, a phased return to duty may be possible. However, for real threats, the employee should only be allowed to return after thorough risk mitigation measures and following appropriate treatment or counseling.

Handling a situation where an employee makes a threatening comment requires immediate action, collaboration between leaders, and a thoughtful approach to ensure workplace safety. Leaders must conduct a hazard risk assessment, involve relevant authorities, distinguish between real and perceived threats, and consider the employee’s medical condition when making decisions regarding their return to duty. By addressing these aspects effectively, leaders can prioritize the safety and well-being of their employees and foster a secure work environment at 308 Consulting & Strategy Group Inc.