Workplace Security and Corporate Responsibility

>hole", because of the way theyunrealistically interpret
1. The Security Consultant's Perspective...their situation.
Workplace violence is a reality whether it happens at4. Stress is a real factor...
thewarehouse, plant, parking lot, hospital or treatmentProfiles of perpetrators suggest that high stress levels
center,and office or while sitting in your car takingarecommonly experienced just prior to an act of
notes. Itshould not be swept under the carpet. Theviolence says
average out ofcourt civil suit settlement is in the rangeWorthington J. Hurrell, in 1999 in an article entitled:
of $300,000 to"Jobstress, gender, and workplace violence Analysis of
$500,000; jury rendered verdicts awarding $1 Millionassaultexperiences of state employees". Dr. Frank
dollarsplus. A clear reporting system should beGhinassi, PhD,and assistant professor of psychiatry at
implemented and allemployees should be trained andthe University of
encouraged to report all incidentPittsburgh School of Medicine, said that the start of
Training and Security Awareness makes good sense.warcan bring on feelings of anxiety over personal
While allsupervisors and managers should receivesafety,financial security and the safety of loved ones
some form oforientation on Threat Assessment andin militaryservice. He stressed that it was possible that
Risk Management allemployees should receive trainingmany wouldexperience feelings of increased stress
also. Key to the fair andequitable determination of anand anxiety. Ibelieve aggressive intervention and
incident is total analysis ofavailable information aboutsecurity awareness areessential to the interdiction of
the participants, the incidentand the environment.the potentially explosivesituation.
Knowledge of how to conduct afact-finding5. The President comes to the rescue...
investigation should be part of the ThreatChallenging the effectiveness of an aggressive
Assessment Training for supervisors in determinationWorkplace
of thetype of disciplinary action or deciding criminalViolence Interdiction Program was the 1999 Federal
prosecution.Trade
Companies wishing to gain a perspective of theirCommission Fair Credit Reporting opinion that
workplaceviolence potential risks should begin with aprohibitedemployers' use of outside professional
security surveyof all employees and environment.investigators incases of suspected employee
Training to assistemployees in identifying warning signsmisconduct unless the samerequirements used in
of workplace violenceand what steps to take tocredit investigations were satisfied.
de-escalate incidents beforeeruption is next. EssentialThis meant that the worker suspected of misconduct
to a good workplace violenceprevention program ishad tobe notified before any investigation. In addition,
the policy and the plan to deal withincidents.the FTCrequired that the employer provide a complete
Unfortunately, some companies have paid little tocopy of theinvestigation's results to the suspect
noattention to the implementation of asecurity policyemployee, includingthe names and comments of
and plansbecause, "We don't have a security problemwitnesses.
here".Thanks to the yeoman efforts of ASIS (Association of
2. Are we really safe...Security Industrial Society), the U. S. Chamber of
Linda Lockwood, PhD, Metropolitan State College ofCommerce,
Denversays that workplace violence is obviously aSHRM (Society for Human Resource Management)
serious problemthat must be better understood inand the National
order to prevent itsoccurrence. Its cost to our societyCouncil of Investigation and Security Services,
is measured in terms ofdollars and human life. ForPresident
instance, it's the secondgreatest cause of death in theBush signed a bill into law Dec. 4, 2003 re-authorizing
workplace for men and thefirst greatest cause ofthe
death for women (E. Gonzalez,Fair Credit Reporting Act, which includes a provision
Confronting workplace violence psychologist tracesthatremoves workplace misconduct investigations
everydaycauses, Rocky Mountain News, October,from the noticeand disclosure requirements of the
1999). Recentheadlines underscore the reality thatFCRA. This re-authorizationaids workplace security
workplace violence isa phenomenon, which affectsintervention. ASIS officials saidthese barriers were
every institution and workplace,and that theoverlooked by Congress until Rep. Pete
perpetrator is a microcosum of our society.Sessions (R-TX) perceived the possible threat posed
Nevertheless, we must guard against potential actsto thesecurity and safety of employees and
ofviolence by doing something; being aware, holdingconsumers by the FTCopinion. Sarah Pierce, SHRM
theparticipants accountable and providing supportmanager of employment policy,said, "the FTC's 1999
services.interpretation was problematic becauseit contradicted
Employee security checklist and opinion surveysnumerous other laws that were specificallytailored to
areessential tools available to the security consultantapply to the workplace." "Because of the
toassist in the assessment and evaluation process.changes,employers can now hire outside experts to
They willtell you that lights in the parking lot are notinvestigateincidents of workplace misconduct without
working,that they feel insecure visiting clients orfear of liability",said Josh Ulman, Director, Labor Law
patients aloneor that a reduced hospital staff onPolicy for the
weekends leaves thehospital security short of staff.U.S. Chamber of Commerce. The re-authorization
Preparation will help tominimize injury and the risk ofrestores theemployer's right to maintain a safe and
fatalities.secure workplaceand insures a suspect's right to a
3. What studies show...professional, thoroughand impartial investigation.
In addition to the disgruntled employee which, is6. Corporate America takes responsibility
thegreatest security threat to the workplace or theandaccountability...
mentallyill worker, business practices also areEmployers who take responsibility and accountability
potentialcontributors to a hostile workplace. Afor thehostile conduct of its employees are employers
supervisor aware of adisgruntled employee can'twho followtheir Security Policy, Plans and Programs.
afford to discipline him or herbecause, the loss mightMerely discipliningthe perpetrator without a thorough
have an adverse affect on efficiencyknowledge of the facts andcircumstances does not
andperformance. Environmental changes to improvedo justice to the adverse potentialto morale,
securitymeasures are too costly and the changes areperformance, production, future compensationclaims
not needed. Whileemployees are often victims of theirand security. It fails to identify the root cause orthe
jobs, positions andcontact with the public, job stresscontributing behavior of the participants.
and personal distressesare real factors that increaseRemember,every catastrophe has a precursor event
the likelihood of workplaceviolence. A theory of thebefore thetriggering action. Knowing the Risk Indicators
workplace violence and aggressionis that anwarns all ofthe suspicious intentions. When there are
"individual's cognitive appraisal" of a situationcan createclear reportingrequirements all involved will benefit from
more severe affective reactions andthe earlywarning and collaboration. Corporate America
potentiallyaggressive behaviors in situations that maycan again regainthe lost turf. Being able to conduct a
not call forheightened responses". In other words,proper investigation,take corrective measures will
some people may createa "mountain out of a moleassist with the rehabilitationprocess.