NEW Professional Member Special>>> Save $20 and receive a SHRM tote bag
More companies are recognizing the importance of giving employees the time and space they need to navigate personal loss.
Save $20 on a New Professional Membership and receive a FREE Tote bag when you join SHRM today!
Learn to overcome challenges and meet your 2017 goals through competency-based HR education. Available in-person and virtually.
Expand your influence and learn how to become an effective leader. Join us in Phoenix, AZ | OCTOBER 2 - 4, 2017
On Nov. 13, terrorists killed more than 120 people in a series of attacks across Paris. ISIS has claimed responsibility for the violence and murders.
Here are HR professionals' responsibilities in the aftermath of this violence, which is all too common here and abroad:
Duty of Care
What is duty of care? Put simply, it’s determining an employer’s responsibilities for its employees (and employees’ dependents) who cross borders as part of their work duties.
If someone is concerned about loved ones, the American Red Cross says the best way to contact or locate U.S. citizens living or traveling in France is to contact the U.S. Department of State, Office of Overseas Citizens Services, at 1-888-407-4747 or (202) 647-5225.
In this first-person account, an HR professional details the horror she felt when an employee went missing while traveling to Mumbai during a terrorist attack in the city. "Nov. 26, 2008, is a day that is clearly etched in my memory. My BlackBerry was frantically buzzing, posts were left on my Facebook page, and messages filled my home, office and cell phones. They all asked: 'Where is Aimee and is she OK?' "
As terror threats, diseases, natural disasters and other dangers mount, employers must establish detailed plans for ensuring traveling employees’ well-being. This obligation is legal and moral, experts say.
How to Help
Here's how you, your company and employees can help victims of the Paris terror attacks
Preventing Backlash Against Muslim Employees
Muslims around the world condemned terrorism after the Paris attacks.
Though they make up less than 1 percent of the U.S. population, Muslims can be a highly visible target of discrimination.
So how should HR professionals respond if a contentious discussion takes place in the workplace? Read here for tips on managing the situation.
Here's an example of what has happened after other terrorist attacks: A rental car company employee was told she couldn’t wear a head scarf during Ramadan, then was fired for complaining. Hotel employees were cursed at and nicknamed “Osama” and “Taliban.”
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
New Pro Member Special: $20 off + Free Tote
SHRM’s HR Vendor Directory contains over 3,200 companies