Consider HR as a central player in setting up and running violence prevention and intervention, usually within wider employee relations work. HR often leads in: drafting the program and its supporting policies, procedures and practices; organizing or delivering training; enforcing the prevention policies and procedures; and running employee assistance programs and other employee resources. Employees often take concerns about threats or violence to HR, which then contributes to incident management by coordinating with team members and other staff, running or supporting investigations, communicating with affected employees, advising on resolution and carrying out corrective action. Where staff are unionized, HR may also negotiate the program's policies and procedures, including discipline for breaches, with labor representatives.
This control maps to 1 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 1 it maps to, and the evidence behind each claim, over MCP and REST.