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Month: July, 2013

How NOT to get killed in a Robbery – Part 2

July 30, 2013

                                         How NOT to get killed in a Robbery – Part 2


                The last blog was part 1 of this 2 part article on ‘not getting killed in a robbery’. Part 2 finishes it up and then summarizes the entire thing.

Don’t Interrupt

                This may be hard NOT to do, especially if you walk in on it. And I also know it goes against the grain of our moralistic side to just let it go. But if you can avoid putting yourself into the middle of a robbery, then you must.

                Many times, you may notice something wrong as you begin to approach and enter the store. AT that point be cautious. Back away like you forgot something in your car and call 911. It is unlikely that the perpetrator will rush outside and pull you into the store for ‘safekeeping’. More than likely they’ll make a rush to get away from there – if they’ve even noticed you.

                By taking the old adage of ‘Withdrawal is the better part of valor’ to heart, you may save your life and the lives of someone else. This could be the store clerk, the elderly woman in line, or the young man with a 2-year-old child.

                The absolutely only way I would tell you to do something is if you are positively sure you’ve been unobserved and quiet. If that is the case, and you never know for a fact, grab something and clobber the ner’do’well.


Don’t chase them

                The last tip I will give you is just that. Don’t chase them after they leave! This is the quickest way to get shot, hit, or otherwise have your life ended. And whether it’s ended permanently or you get paralyzed, it will change everything around you and your family.

                What you can do is attempt to get a license plate number and description of the hooligan. Commit these items to memory and try to let them see you write them down. Observe everything you can about them and their clothes, although those can change very easily.

                In my 30 years in the security field I’ve both heard and read about innumerable incidents where the clerks or other citizens took up the chase after the perpetrators. Just as many times as they catch these ner’do’wells and watch them get prosecuted, they get injured or killed. So, let the professional police officers do their job.



                Now we come to the end of this 2-parter. And as I promised here is a list of the items to think about and do to prevent being killed in a robbery. Nothing is ever absolute, but this will give you a reasonable assumption of staying alive;

  • Assume they have  a weapon
  • No sudden moves
  • Capitulate – slowly
  • No eye contact
  • Comply
  • Don’t Interrupt
  • Don’t chase them


                As I stated in part 1 of this post, robbery is much like a WPV incident. It can happen to anyone, for any reason, at any time, any-where. You constantly have to be aware of where you’re at and what’s going on around you. From just getting gas at the C-store or buying a hot dog and Mountain Dew inside.


                Need to know about personal safety and security? We specialize in workplace violence but are knowledgeable in a variety of areas to help safeguard your lives and the lives of your family and friends. Give us a call at 480-251-5197 or visit us at;

How NOT to get killed in a Robbery

July 26, 2013


                                               How NOT to get killed in a Robbery


            Robbery is one of those crimes that like WPV can strike any business at any time for a multitude of reasons. It really doesn’t matter if you’re retail, wholesale, service, or any other type of business. You can be robbed for what you have, usually money, ask a taxi driver. And rarely, if ever, are these perpetrators a Robin Hood.


Always assume there is a weapon

            Just because you don’t see one, you have to assume that they are carrying one. AND you always have to assume that the weapon is prepared for action. Yes this may be a bit paranoid, but in this instance, paranoid can also be called cautious

Don’t argue with them

            You never want to argue with one of this miscreant’s. By arguing with a miscreant, you’re only going to make them angrier, and that’s not good for anyone.


Don’t make any sudden moves

            This is especially true if you are in their peripheral vision. A sudden move out of the corner of their eye could force them to utilize any weapon they may have. They will act with an animalistic survival instinct; they’ll strike if they get nervous. And never put your hands into your pockets, purse, or backpack. The criminal may think that you are going for a weapon of your own, which may force them to use theirs.


Capitulate – slowly

            This may go against the grain for most of us, but if you decide to capitulate, you have to do it slowly for a couple of reasons. #1 is that the criminals are much attuned to sudden movement, which means they are liable to startle, very easily, and pull the trigger out of fear/instinct. Secondly, it buys you time for help to arrive. Whether that be a police officer, another customer, or whatever.

            Stalling for time is a slight way of showing defiance, but not so overtly so as to cause the criminal to become agitated by it. Take off your watch slowly, dig for your wallet just as slowly, and etc. These hooligans have but one enemy that is overwhelming – time.


Don’t make eye contact

            This may sound silly and stupid, but it does work. Look past the individual’s shoulder at a point on the wall, but never in their eyes. Like an animal they may feel that you are challenging their dominance in the situation and for domination over them, and they want/need to be in charge.



            Whatever they tell you to do, DO IT! If they tell you to get naked and dance the hustle, let’s hope you don’t get embarrassed easily (by knowing how to dance The Hustle!) Criminals have the overwhelming urge to control the situation, for obvious reasons. Therefore, complying with their demands can save your life or the lives of other innocent bystanders, including your loved ones and friends.


            Need to know about personal safety and security? We specialize in workplace violence but are knowledgeable in a variety of areas to help safeguard your lives and the lives of your family and friends. Give us a call at 480-251-5197 or visit us at;

Why don’t we Train our Officers to think and act like Supervisors?

July 23, 2013

Why don’t we Train our Officers to think and act like Supervisors?


                Until recently this has been a revolutionary thought in the field of security. The argument against it was, and still is in many companies, you can’t trust a lowly rent-a-cop/guard to do the right thing, so why encourage it?

                Is every field level security officer capable of being a supervisor? Of course not, some not even a shift supervisor. Some are best just left alone on their post and watch the entry/exit gate or CCTV monitor all night. They may not have the wherewithal to be any more than that. And that’s okay – they have their spot and are good at it, and we need them there.

                However, there are other officers out there that are intelligent, ambitious, and have the street smarts to be supervisors. And yet we treat them as if they are stupid or incompetent. We don’t want them to think or even act independently for any reason. And why is this?

                In some cases it may be that the office staff is scared of them taking their jobs (unfortunately, this is more prevalent in national companies than in local/regional ones).In other cases it’s simply the client, in their way of thinking of an insurance break and nothing else in their provider (much more prevalent than it should be).

                When I was working in the field, I always trained the people under me like they had a brain. Never once did I ever try and train them like they were incapable of learning or retaining what they were taught, although some weren’t capable of retaining it. And so many training classes I’ve seen and heard, are that way. They train like these men and women are in kindergarten! They don’t allow the officers to think anything for themselves or ‘outside the box’, and in order for the industry to grow and be accepted we have to do this.

                An example of what happens when you train and treat them as supervisors and people is that one lady was a slow learner. She ended up working on a remote post at a cold storage cave. Only once or twice did either myself or the client get a call because she couldn’t handle a problem. Could she have worked as a supervisor somewhere else and not lead there? Probably not, but she was competent and rewarded us by her job performance.

                If we treat our officers and train them like they are supervisors, to be responsible and think for themselves, and outside the box of a lowly paid rent-a-cop/guard, then we in the industry will be rewarded in the end, by having people in the field we can depend on for literally anything we need to get the job done right. Will we never get bit in the tookus by a mistake they make when thinking for themselves? Of course we will. If we never made a mistake then this world would be so much more perfect & wonderful. But let me ask all of us perfect & wonderful professionals who read this one question.

                Have you never made a mistake that got you reprimanded, disciplined, fired, suspended, or lost the company money or a client? Did you ever fail a test in high school, college, or on the certification exams? What are you stupid? No, you’re not.

                But when someone treats you like you are, you may begin to think that way and that’s not very good for any of us. But if someone trains, and treats, you, like the professional you are don’t you gain confidence? And through experience and knowledge begin to make better decisions? If we begin to train and treat our officers as supervisors, by letting them think and act independently at most times, then we’ll have better officers and clients/companies will have better security.

                Lastly, going along with this, is the idea of treating them responsibly. Too many people in today’s world won’t accept responsibility for what they’ve done. Talking to a colleague recently, he told me that his officers had his supervisor sign his notebook when he passed something along. When the supervisor didn’t pass it along, then the supervisor got in trouble, not the officer who did the right thing.

                I could never have gotten my supervisors or managers to sign anything like that back in the day! They were too afraid of it coming back to bite them in the butt. They were afraid of getting fired for the smallest mistake – that says a lot about the companies I worked for.

                The point is, that you have to hold your officers feet to the fire! Make them accept responsibility for an incident, no matter whether it was intentional or not. After they accept that reprimand and responsibility, then you’ll also have a better officer and therefore a person who can make better decisions like a supervisor.


                Need to convince your office staff or clients of this fact? Call us and we’ll talk to them.


Find us on Facebook at; Today’s Training or the one for my book One is too Many.

Does your company empower those who ‘snitch’?

July 20, 2013


Does your company empower those who ‘snitch’?


                I will reiterate once again, I’m not calling for anyone to act like this was the cold war of the 1940’s thru the 1990’s! I don’t want anyone sneaking around and informing on everything that a co-worker may do wrong. I’ve been around that far too many times in my career. I may like those people who do, but decided to not spend much time with them, for that exact reason.

                But you must remember that everything someone tells you about a co-worker or manager is just not ‘snitching’. This isn’t kindergarten whereSusie tells the teacher that Jimmy put a fake bug in her bottle of water!

                This is the real world and it has many real dangers, including the incidence of WPV. And as I have stated, a rather large number of times, WPV causes many hardships on a company. From the financial drain it places on companies due to increased recruiting and public relations. And to even lightly mention the grief and heartache of losing a loved one or friend to it is virtually ripping apart their lives as well. 

                How many people remember the adage that came out of the Japanese re-birth after WW II in their economy The nail that sticks out gets hammered down? I would go to no great length to say, not many. And this leads us to the root of one aspect of WPV that some people may not think about.

                Because of the corporate culture, we may not be empowering our employees, and even our supervisory/managerial staff to speak up! Another adage is ‘walk the walk and talk the talk. Far too many companies can talk the talk but they don’t walk the walk.

                In my 30 years in the security field, I have worked for many different clients and companies. Most of these companies were good to work for and the clients were pretty good also. However, those at a higher managerial level, General Manager or higher, often believed that the rules didn’t apply to them at all.

                I’ve had a few clients/contacts like the couple I had in my first years in security. Carole Vollintime, Jack Carmony, Charley Rhein, and a few others truly walked the walk as well talked the talk. They were open, honest, and encouraged discussion with anyone who wanted to talk. And they weren’t above violating ‘corporate policy’ if it needed an adjustment because it didn’t fit the situation.

                And while they weren’t perfect, they were some of the best managers I ever worked for.  Mainly because they fostered that open discussion of ideas and issues.

                And that is what is missing from today’s corporate culture. We are so regulated, ruled, &watched by everyone we can’t foster open discussion of issues that separate employee and manager or co-worker to co-worker!

                A few months ago, I wrote a blog that talked about the numerous excuses people give for not informing supervisors or managers about a potentially troublesome co-worker (4 9-13 Warning: No one Just Snaps!). There are even more troubling now because we see it so often in many circumstances. Here is a few that I’m talking about

He’s got problems, who doesn’t?

It’s not my problem

I hate this place, why should I warn them?

They won’t listen to me.

                Any of these sound familiar? Either from your own mouth, thoughts, or a co-worker? If they do then you could be setting yourself and the company up for a disastrous situation that’s just waiting for the right match to ignite the fuse!



                So what can companies do to prevent an incident and foster the open communication AND trust that is so vital in today’s world and economy? This is so often easier said than done but here are a few ideas.

Be honest – You have to be as honest as you can possibly be with your subordinates. This isn’t to say that you need to tell them everything, but keep them informed, and don’t let them find out via the grape vine.

Be open to ideas – Don’t have an NIH attitude with your subordinates. Let the information and great ideas flow both up & down the corporate lines of communication.

Never let them stew – Never let your employees or co-workers sit and stew for hours, days, or weeks while you’re making a decision. Some decisions take time, obviously, but when it comes to someone’s future (promotion, termination, lay-off, disciplinary action, or whatever) don’t let them sit and think about it for too long. Do your due diligence to investigate and then make the decision.


                Need more communication tips and such to prevent WPV? Or do you have other security issues to worry about? Stop worrying and call Sollars Security Shield or see the website and/or Facebook pages’s Training or the new one, for the book, is too Many.

Cold, Hard, Realistic WPV Statistics

July 16, 2013


Cold, Hard, Realistic WPV Statistics


                I talk to people and get asked soooo many times ‘It isn’t that important is it? I mean it’s not like it hits close to home or me.’ But in that respect you’re wrong. WPV impacts every single one of us in innumerable ways.

                Whether it is your family member or friend that is assaulted or your job goes away because of an incident, it hits everyone. And the one aspect of this is that no matter what industry it hits or how many people are affected directly, we all pay the price in higher prices eventually or immediately.

                So in order to get my point across to everyone, here is a list of cold hard statistics about workplace violence. I have culled these from numerous different sources. From the Bureau of Labor Statistics to a study by Allied-Barton Security. . Take a good gander and we’ll go from there;



25% of employees view their jobs as the main cause of stress

75% of employees believe their job is more stressful than a generation ago

Employees come back, usually, within 6 months to commit their ‘rampage’

50% of companies have experienced a form of workplace violence

52 percent of employees have witnessed, experienced, or heard about an event that could lead to violence

ONLY 17 percent of workers believe their employers have a high interest in preventing workplace violence

70% of companies have no plans to deal with it

29% who do witness violence say they never report it


Assaults & Murder:

11% of workplace fatalities are homicides.

365 – 525 people are murdered while at work

50% of all employees a year are threatened or harassed

10% of employees a year are assaulted either verbally or physically

The #3 cause of death in the workplace is MURDER

MURDER is the #1 cause of death for women in the workplace

40% of all murders in the workplace involving women are related to domestic violence

3 – 4 women are murdered by their significant others every single day of the year

66% of perpetrators will commit suicide – either by themselves or by police


Financial Cost:

2% of total nonfatal lost work-time injuries are by assault.

$4.2 billion in costs to American businesses per year in missed days of work and legal costs

$35.4 billion yearly

$5.6 million settlement for each employee killed

$1.2 million inadequate security lawsuits

$30,000 for psychological therapy for each employee affected

33%- 66% of employees will leave due to the incident

$25,000 – $50,000 to replace each employee who leaves

$50,000 to clean-up and replace office supplies and furniture

6 – 8 weeks for productivity to get back to 100%


Where it comes from:

85% is criminal intent- meaning it occurs because of another crime i.e. robbery

7% is the traditional worker-on-worker

5% is conducted by someone with a personal relationship to a worker.

3% is perpetrated by someone with a connection to the business i.e. student, patient, client, or inmate. While this category is lowest, the majority of non-fatal violence is in this group.

21%of homicides are committed by work associates

12%of assaults are by co-workers

9% of all assaults are by customers


            Want to know more about WPV? Then call or write to us and we’ll discuss your vulnerabilities and the potential of a problem.’s Training is too Many

Engaging employees during training

July 12, 2013


Engaging employees during training

                How do you engage employees and how do you know they are going to learn AND retain what you teach them? It’s not the easiest question to answer in a short bit, but I do it so I know you can too.


                Anybody can train a class of humans. I dare say even a chimp can teach a class of employees (or management) people something and possibly be more effective than some of the consultants/trainers getting paid to do it. Your first step is to ensure that you have a good instructor and material. Without those you’re sunk.

                It really doesn’t matter if you have videos, books, manuals, CD’s, Power-points, overhead projectors, or costumed characters running around. If your instructor is as interesting as a cow patty it won’t work. Many people think that Ben Stein is a very dull and boring man in his speech tones. And to most he probably is, it’s monotonous and deep.

                But I have also seen people who could read the phone book or even the back of a toilet paper package and keep you on the edge of your seat. Therefore it’s about the instructor not necessarily the material – most of the time.

                A good instructor will find ways to keep their audience involved in what is happening and going on in front of them. Having your classes/seminar participants simply watch videos for 8 hours or so is boring and they won’t get much from it. This is the preferred method for most security ‘guard’ companies, and you can all tell stories of the ‘lowly trained rent-a-cops’ at your business or one you’ve visited. And my opinion is that training is the main reason why  despite any state mandated requirements security people are not highly thought of, most of the time – unless they’re needed.


Training Methods

                The training method you utilize also has a lot to do with how well it is retained and how well it is received by the participants. I happen to use 3 different kinds of methods all melded together in my classes. It doesn’t work with everyone or every setting, but in corporate sessions it does.

                The first method I use is an oldie but goodie. KISS – Keep It Simple Stupid. This should be a commandment of everyone who trains people. Keep your training simple! It doesn’t matter if you’re training front-line employees, security officers, supervisors, managers, or C-suite executives. Keep it simple.

                The reasoning for this is just as simple. You are training your participants on something they don’t know. Therefore you need to keep it at a basic level and build upon that as you go along. Even for top executives with MBA’s! They certainly don’t know about WPV, at least to the degree you’re teaching them (if they did they wouldn’t have hired you).

                The second method that I utilize is called ‘The Socratic Method’. But it is a simple yet very effective tool in teaching people. In essence they train themselves!

                Instead of giving them the answers I ask them questions and have them tell me the answers! If they don’t know the answers they sit and stew for a few seconds or minutes until they start to get it. But in the process, they are throwing out answers that are both right, mostly, and wrong. I tell them if they are on the right track or not, but they answer the questions.

                And after a few fits and starts, if they haven’t gotten it yet I’ll give them the answer. But that doesn’t happen often.

                Again, it’s a matter of dragging the correct answer out of them and making them think it through. Depending on who you’re training, they can over think the answer and never get on the right track or just be as basic as possible and get it on the first try.

                Lastly, I employ a ‘shock’ method of training. I usually start my seminars off with having them close their eyes and relax, just like a beautiful spring day and they’re busily working on a project. Then as they are imagining the day and their keyboard, I either slam a book hard onto the table or play a recording of gun shots. That gets everyone’s attention. It makes them sit up, take notice, and wonder what I’m going to do next. And while it may be a bit theatrical and overly dramatic it is effective.

                When training security officers or a detailed exercise, I also pound the table or hit the wall as hard as I can. This also has the same effect as the recording of gun shots. They jump, but sit up, take notice, and pay attention.

                To summarize here are the main points;

* Educational material they need to know

* Interesting hook to it

* Socratic Method in training


*Shock – at times

* Instructor driven

* Limited videos and ‘lights out’ mediums


                Want to have a WPV class and see how these methods all come together? Call or write Sollars Security Shield. /Today’s training

No one Just Snaps!

July 9, 2013


No one Just Snaps!


                WPV is a serious problem in the country, even if you don’t hear much about it, or even if you try to ignore it and its consequences. It comes in many different ways & fashions and can literally cost you your business and/or livelihood. The average cost of a lawsuit, for a death, is more than $5 million. And a lot of people you hear will tell you that the person just ‘snapped’. More than likely they didn’t. There are always warning signs to anyone who is about to go off and start harming people. And it doesn’t really matter whether it’s with their fists, pipe wrench, pencils or staplers, or knives and firearms! There will always be warning signs they are about to hurt someone.

The Key

                The key to all of this is we can choose to act upon the warning signs or ignore them. Which way we decide to act could determine whether or not someone will die soon or not. And in reporting the warning signs there are several things that stand in the way of reporting them to a supervisor or manager.


                The first one is ‘I don’t want to get involved’. This can be quite dangerous if it prevails in the workplace. And while it may be admirable that you don’t want to put your nose into someone else’s business, in this case it may not be a bad idea. And it is unfortunate but the culture of the business might also be encouraging this attitude as well.

                So what are some of those excuses that people give for not reporting the warning signs to their supervisor, manager, human resources, or an anonymous tip line? Here is a partial list of the ones I’ve heard in the past 20 years or so. How many of these ring true with a problem employee that you know?

He was just going through a tough time

He’ll come out of it

He’s not that kind

He would never do something like that.

 He’s not capable of doing that.

He’s got problems, who doesn’t?

I don’t want to get him in trouble.

I don’t want to get involved.

It’s not my problem

Why should I care what happens to him?

I hate this place, why should I warn them?

This company needs a wake-up call anyway.

 They won’t listen to me.


Connecting the Dots

                I stated above that no one just ever snaps. There are always the warning signs. Unfortunately, it’s as much the companies fault as well as employees fault that these signs are ignored. The reason for this is that, in addition, to the excuses above, no one can or is willing to ‘connect the dots’.

                Connecting the dots is a simple exercise, especially when you know what to look for. And it’s up to the company to inform their employees what they need to look for and connecting those dots.

                And it’s not just that simple either. Supervisors, managers, human resources, security, top management, literally everyone needs to know not to pooh pooh what an employee brings to them.

                Some employees will cry wolf too many times and therefore not be credible when reporting such things. But even if they aren’t credible in all cases, it may be the one case that they are and an incident occurs. After that it’s all about cleaning up – the blood, brain material, broken machinery, lives, and the publicity. And of course after that is litigation and potential bankruptcy. And do we really need to mention the lives and families that are suddenly and inexplicably ripped apart by an incident of violence in the workplace? Be it domestic/intimate partner violence or just a dispute between co-workers, it usually will cause heartache and grief.


                Want to know how to connect the dots? Want to know what signs you can look for?


                I also did a podcast for my book and on workplace violence. Here’s that link for you to listen. 

A mid-year Update on the WPV Numbers

July 1, 2013


A mid-year Update on the WPV Numbers

            We are half way thru the year And WPV is taking its toll in non-robbery incidents. In Arizona more than a dozen people have been killed in more than2 dozen incidents. And nation-wide the count is 91 incidents and 60 dead, as of this writing.

            The conventional wisdom is that WPV isn’t as prevalent as it used to be. And it is true that violent acts involving deaths in the workplace are down. But the number of incidents is actually on the rise and therefore, it is a problem that can still force a business into bankruptcy or shuttering its doors forever.

            The financial ramifications of a WPV incident can be staggering. A single incident can send a company’s cost of doing business through the roof and force them to close. The average cost of a WPV incident in which a death occurs is approximately $5.6 million. Even if a death doesn’t occur you need to look at the costs after an incident, which can mount exponentially depending on how many employees are affected. Here is a sample list of financial costs that may have to be paid out after an incident;

Clean up (of the office (innumerable stains)

Replacement of equipment

New recruiting

Counseling for employees psychological health (average $30,000 per employee)

Increased security (hopefully)

Increased insurance

Lawsuits (see above and then inadequate security averages $1.2 million)


            As of this writing we’ve had 28 incidents in Arizona. Of all the incidents I’ve compiled, some have not resulted in any injuries except mental distress including bomb threats at various businesses, which is WPV as well. But without further ado here is the breakdown of incidents;

Phoenix                                                15

Scottsdale                                3

Mesa                                        2

Tempe                                      2

Chandler                                  1

Peoria                                      1

Elsewhere in Arizona                3


            As for the rest of the country the numbers can be a tad startling if you are either a business owner or are in HR and not used to dealing with security issues such as WPV. Remember that WPV is more than just a death in the workplace and an injury in your business due to an incident. Here is a partial list of what WPV actually is;

Physical threats (bomb, violence, and etc.)

Verbal threats


Physical assaults (throwing things at another individual is an assault

Verbal assaults (how many times have you been verbally dressed down?)

Harassment, intimidation, & coercion

Work related incidents that occur away from the job-site such as home


            So, you’re thinking to yourself now ‘WPV doesn’t apply to me. It doesn’t happen to me or my business.’ That may be just for one reason. It’s not reported to either you or anyone else in the company so that it can be counted. Here is a list of the number of incidents that happen on a daily basis across the country;

16,000 threats are received

44,000 accounts of harassment are reported

700 physical assaults are reported daily

How many verbal assaults? No one counts those very well


            So as you can see the number of incidents weighs against anyone or any company being immune to an incident of WPV. So while it may not be a deadly event, it can, and probably is, inside your business whether you like it (or deny it) or not.

            I have counted 91 incidents since the first of the year. This has accounted for 60 people dead, not to mention the families ripped apart by these incidents, and 71 wounded. Those can be numbers to threaten anyone’s livelihood and yet all I ever hear is the it ‘Can’t Happen Here’.

            Unfortunately, it can happen there, wherever that may be. WPV can strike anyone, at any time, for any reason, anywhere. This means it can happen away from the place of employment or within the walls of the business. It can happen within a minute, weeks, months, or even years after an employee is terminated.  Remember Motra Transmission in 2005? 2 years after his termination the employee came back and killed the owner.

            The co-worker, supervisor, manager, C-suite, customer, client, or vendor can be the recipient OR perpetrator. And it can occur for any reason, but usually the person is already seething or ready to boil over anyway before lashing out – at the person their angry with or someone who happens to be standing closest to them, which is why learning the warning signs and connecting the dots is so important.

            At the bottom of this post is a listing of the incidents that I’ve collected so far this year. This is a list for the entire country and includes Arizona. It is an extensive list and if you have any doubts about them, contact us and I’ll send you the news article.


            Need to know how to avoid an incident of WPV in your business? From 10 employees to more than a thousand we can help and train them.  Call 480-251-5197 or visit our website at Or stay up-to-date with the incidents that I get by visiting our Facebook page at’s Training or our new page for my book at is too Many


Scottsdale, Az. January 2

Phoenix, Az. January4

San Francisco, Ca. January 6

San Diego, Ca. January12       

Akron, Oh. January 25

Scottsdale, Az. January 26

Newport Beach, Ca. January 28

Phoenix, Az. January 30          

Coffman County, Tx. January 31

Glen Rose, Tx. February 2

Las Vegas, Nv. February 6

Los Angeles, Ca. February 6   

Phoenix, Az. February 7

Chandler, Az. February 11

Wilmington, De. February 11

Chesterfield, SC. February 13

Douglas, Az. February 17

Phoenix, Az. February 17

Las Vegas, NV. February 21

Scottsdale., Az. February 25

Edmond, Ok.March 4              0         

Lakewood, Co. March 5         

New Britain, ct. March 6

Mesa, Az. March 7     

Seattle, Wa. March 8

Phoenix, Az. March 8

Herkimer, NY. March 13        

Monument, Co. March 19

Philadelphia, Pa. March 20

Allentown, Pa. March 21

Quantico, Va. Narch 21

East Liberty, Pa. March 23

Lincoln, Ne. March 23

Tulsa, Ok. March 25

Newport News, Va. March 26

Coffman County, Tx. March 30

San Jose, Ca. March 31

Phoenix, Az. April 1

Boca Raton, Fl. April 2

Fort Knox, Ky. April 3

Jackson, Ms. April 4   

Detroit, Mi. April 9

Clifton, NJ. April 9

Suwanee, Ga. April 10            

Flagstaff, Az. April 11

Christiansburg, Va. April 12

Pittsburgh,Pa. April 14

Phoenix, Az. April 15

Mission, Ks. April 16

Washington D.C. April

Las Vegas. Nv. April 17

Annapolis, Md.April 18 

Tempe, Az. April 18

Washington D.C. April 26

Salt Lake City, Ut. April 27

Albuquerque, NM. April 28

San Jose, Ca. April 29

Phoenix, Az. May 1

Houston, Tx. May 2

Peoria, Az. May 4

Davie, Fl. May 6

Sanford, Fl. May 7

Magna, Ut.      

Phoenix May 9

Detroit, Mi. May 10                

Philadelphia, Pa. May 11

Phoenix, Az. May 13

Phoenix, Az. May 16

Anaheim, Ca. May 28

New York. NY. May 29

Sanford, Fl. May 28

Mesa, Az. May 31

Providence, RI. June 5

New York, NY. June 6

New York, NY. June 6

San Antonio, Tx. (Fort Sam Houston) June1

Phoenix, Az. June 10

Richmond, Va. June 11

Marana, Az.  June 9

St. Louis, Mo. June 13

Phoenix, Az. June 14

Denver, Co. June 15

Newark, NJ. June 17

Midwest City, Ok. June 17

Tempe, Az. June 18     

Pennsauken, NJ.June 1

Phoenix, Az. June 20                1 W

Greenville, SC. June 21                        5 W

Scottsdale , Az. June 24

Phoenix, Az. June 24

Number of Incidents 91            Arizona 28

Total    60 Dead                       71 Wounded