Legal counsel, internal or external, with employment law expertise and experience of workplace violence cases, should be consulted during incident management. Its guidance may cover: compliance with the organization's own policies, privacy, disability and other anti-discrimination law, due process, data protection and privacy law and other rules including evidence preservation, and duties under any bargaining agreement; effective and lawful investigation or fact-finding; how to carry out a threat or violence assessment of an employee; suitable discipline or remediation up to dismissal; the terms of any separation package and releases; what information will be given to future employers asking about the dismissed employee; the legal risks of options under consideration; where fitting, taking the lead in seeking restraining orders on the company's behalf or criminal trespass notices or other legal process; notifying and involving law enforcement; and any duty to warn potential targets and to provide security protection.
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.