todaystrainingblog

A great WordPress.com site

Month: January, 2016

“The bitterest truth is better than the sweetest lie”

That quote comes from the movie Men in Black 3. And while you may not think that a movie quote applies to security it most certainly does. And if you will read on, even if you disagree, I’ll try to explain it.

Even after the San Bernardino workplace violence (WPV)/terrorism incidents, companies are still reluctant to believe that they are at risk of a WPV incident. They are telling themselves that, knowing down deep inside their gut that it’s a lie. And it’s a sweet lie per se’, because it allows them to concentrate on other items for their business, such as the bottom line.

They can spend their financial resources on growing the business, finding a new office/retail space, more inventory for a sale, advertising, or hiring more staff. They don’t have to waste it on worrying about security & their safety/security. It’s a perfect lie to tell themselves.

And yet, the underlying result is that it is still just a lie. And so many who perceive themselves to be visionary and see troubles on the horizon, would rather tell themselves that lie than accept a bitter truth. WPV exists and can strike anyone, at anytime, anywhere, for any reason.

And it can be a very bitter truth, almost nauseating at times, to accept this reality. Because when they do, they open themselves up to innumerable issues that they simply don’t want to face. Or worse they don’t know anything about and, just like a 2-year-old, they think they can hide from it and therefore avoid any thought of it. If you don’t confront it and acknowledge it then it isn’t real!

But as security professionals we know for an absolute certainty that WPV is real, not to mention a myriad of other security issues. Computer hacking, employees losing their devices with company secrets on it, theft, fraud, and the list goes on and on and on…

So in order to get the C-suite to accept, as well as line managers and their employees, we need to do a better job in getting them to accept these bitter truths, as nauseating as they may be. And that’s not always the easiest thing for us to do.

I would still recommend the shock method of attempting to get the resources to secure the business & employees. Show the executives what can happen IF they do nothing and let it happen. From a financial resources, liability, publicity, & the myriad of other things that will happen if they don’t acknowledge the issue and then try to prevent it, or be moving in that direction.

Will the executives like what you tell them, especially with the financial expenditures? More than likely, NO! Will the employees like it when the security protocols are rolled out and their ‘freedoms’ are limited even further by the Barney Fife’s of the world? Absolutely, definitely, positively NOT!

So, along with police officers trying to get wrong way/drunk/high drivers off the road and the military attempting to stop attacks at home, we have just as much a critical task. We have to assist the military, police, & others when it comes to protecting the people here at home.

And the bitter truth of it is that it will be necessary to restrict and not allow as many things into the workplace as before. And because of that we can’t sugar coat and tell a sweet lie to anyone that we are trying to protect.

We security professionals are the ones who are bringing the sour & nasty tasting pills to everyone at work. We are the people pouring castor oil into the throats of kids from some old movie. We are the evil ones who seek to do nothing but hinder the freedoms of the people we’re charged to protect.

In this era of a terrorist/criminal around and hiding in every corner to harm the people we’re charged to protect, we must be the ones to bring about the bitter truth to our employers or clients. They tell themselves the lies, while we work diligently in the background to ensure that another bitter truth won’t annoy them.

The truth that they are at risk and could face financial ruin. And that ruin coming from lost property, assets, and more importantly the lives of people inside the business. What may be worse that the C-suite has to deal with, and fortunately we mostly don’t, most times, the questioning look in a child’s eyes when they ask “Why isn’t mommy or daddy not coming home anymore?”

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

Do Your Own Thang

I’ve been told, and overheard, that workplace violence (WPV) seems to be getting worse. Barely a week goes by and there is another mass shooting, in a business, somewhere in the country and on the news. But is that really the case? Or is that just our perception of events?

To be perfectly honest, it’s not necessarily worse than it was in the 80’s & 90’s. There are four reasons for this seeming to be so much worse than it really is;

  • The culture we live in – and not because of proliferation of firearms
  • The media sensationalizing the news in a yellow journalism way-having to be the 1st to report on it
  • People taking the ‘Me First’ attitude to a new level
  • ‘Perception is Reality’

Explanations:

Let’s start with the culture in the United States. As I stated in my book (One is too Many: Recognizing & Preventing Workplace Violence), I believe that the seeds of WPV were sowed in the 60’s, 70’s, & 80’s. It all started with the ‘Do your own thang’ mentality of the drug culture of the 60’s.

It then progressed to the ‘Me Generation’ of the 70’s. Add to that the recklessness of disco and ‘Let it all hang out’ pushed us even closer. Then came the 80’s.

Greed is good and our self-esteem was sooo low, according to the conventional wisdom and ‘progressive thinkers’. You have to do things to make yourself feel better. It doesn’t matter whether or not someone else gets hurt, you have to let it out and seek ways to boost your self-esteem and make yourself feel better (remember scream therapy?). Unfortunately, far too many people decided that killing others or at the very least shooting up businesses was the way to accomplish this!

Then we come to the media. We live in a period of 24 hour news channels. It all started with CNN & HLN. Then a proliferation of others MsNBC, FOX, Bloomberg, al Jazeera-America (for now), amongst others. And let’s not forget the plethora of all news radio stations across the country.

We are constantly bombarded with news. These networks have to fight to be the first to report on something and/or find stories the others aren’t covering. Therefore, they are going to play up these events and attempt to position themselves as ‘the news leader’. And there we get the sensationalism of news items.

35 years ago, we had the broadcast networks with news at 6 and 10 and CNN. Not much competition in the industry. And now with newspapers losing out and going strictly digital and the overabundance of news channels…

The ‘Me First’ of the80’s is still around and the mass shootings are taking place with gangs and domestic violence. They account for more than 80% of all mass shootings in the country. Businesses and schools are generally the exception rather than the rule.  But again, the media doesn’t cover gang killings or domestic violence as closely as they do WPV or SV.

Lastly one phrase I’ve trumpeted for years. Perception is Reality. Our perception’s shape our reality. Many times what we perceive is what gets ingrained in our brains and is almost impossible to remove without something else to ‘perceive’ as the truth. Which is why many of the perpetrators of WPV believe that their actions are justifiable?

So is WPV more prevalent now or what is causing the perception that it is? To be perfectly honest, it’s all four. It’s our culture, the media, other murderous actions of individuals, & our own perceptions of what is going on around us. We walk on the Sunnyside of the street and don’t want to see the ‘dark side’ until it jumps up and bites us in the arse.

There is no doubt that WPV is a serious issue within the business world. It affects everyone involved and costs billions of dollars to the American economy and those who push it forward. And the devastation it leaves on families is even worse. Unfortunately, the perceptions of the masses will keep businesses from trying to prevent it in any meaningful way.

How is that you ask? All I have to do is point you to the adverse reactions of people 6 months after the terrorists brought down the Twin Towers in Manhattan. Everyone was scared to death that it would happen again, so businesses beefed up security. They spent thousands, if not millions to ensure the security of their employees.

After 6 months when nothing happened, employees began complaining that security was too restrictive and was hindering their…everything.  Therefore businesses loosened security measures and went back to the way it was at 0700 on September 11, 2001.

But as things get worse in the world WPV and SV, along with DV will begin to rise exponentially. We may soon see mass murder in businesses all across the nation. From someone upset with a co-worker to a jealous husband or boyfriend coming in to get their girl and take her out, or worse terrorism such as San Bernadino. In any event we need to stay watchful and try to prevent all of these. If we can perceive the danger instead of ‘Doin our own thang’.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

Can we prevent any of it?

I am frequently asked that question from both non-security & security people. Can we prevent any incidence of workplace violence (WPV)? The simple answer is yes and no. Quite an oxymoron, idn’t it? Let me elaborate.

The succinct answer is yes, we can prevent some forms of WPV. Those are usually the ones that deal with our own employees. By not doing the things that many companies do to encourage an incident of WPV, it is highly likely that we can.

https://todays-training.com/2015/04/04/attitudes-that-can-foster-wpv/

https://todays-training.com/2015/04/10/attitudes-that-can-foster-wpv-part-2/

https://todays-training.com/2015/04/17/attitudes-that-can-foster-wpv-part-3/

And attempting to prevent bullying, vandalism, harassment, & assault will also go a long way as well.

But on the other hand we can’t prevent many other kinds of WPV. And these far outnumber the ones we can. Here is a small sampling of what we can’t prevent;

Robberies with assault-roughly 85% of all WPV

Arson after hours

Verbal assaults from employees (most of the time) or customers

Random acts of violence such as a shotgun blast through a drive thru window

Domestic abuse from customers against customers

Child abuse by a customer

(And these last 2 are WPV, although not in the traditional sense. We as security professionals & business owners are liable for not lessening or stopping an incident as soon as we can with both of these)

In this society we live in, free and open, we can’t protect everyone from everything, especially violence. Therefore, we have to be as protective as we can and take the steps to lessen the impact or possibility of violence occurring in our businesses. Which after all is our responsibility under federal guidelines.

From the stereotypical angry employee to the customer who comes in and begins verbally assaulting everyone, we need to have the training, policies, procedures, & people to stop it. And if we can’t stop it, we need to be able to lessen the liability and risk of it actually turning deadly.

As I said above, there is no way we can prevent everything, including violence, in our businesses. We do our best to prevent theft, credit card fraud and breaches, and workers comp fraud. And despite our best efforts we can’t stop these more typical business crimes. So again we need to do what we can to lessen the risk.

But the security officers/managers, who are there to protect us & trained to do these jobs, need to know that you are there to back them up and not down grade or denigrate what they do. If they are in the right, no matter how asinine it may seem, we need to back them up. If they are wrong, then it will be rectified by the C-suite or contractor (at least we hope so anyway, and not with a knee-jerk reaction).

And as far as whether an incident can be prevented, we need to look at other possibilities for responsibility other than just the security officers or managers. From those making the policies/procedures i.e. human resources & the c-suite, to the individual managers in charge of their people ignoring warning signs of someone who may turn out to be violent.

Again, the answer to ‘Can we prevent any of it’ is simple. Yes & no. It just really depends on which facet of WPV we encounter during the time we are working. And when we encounter it, how do we deal with it? Do we just sluff it off and tell ourselves no biggie? Or do we actually do something and be a ‘snitch’ on that employee/supervisor/manager/vendor/delivery person?

These are the type of incidents that the Department of Homeland Security developed the See something, say something’ quote. And as with terrorism, shown in the San Bernardino shootings, it’s not profiling to tell someone that something is afoot or amiss.

So, once again I will ask you, Can we prevent an incident of WPV? And again, trying not to be a broken record but yes & no. There is another quote from a few years ago that is pertinent here. “The terrorists/perpetrators only have to be right once. We on the other hand have to be right 100% of the time”.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

Are you dedicated or just a plain ol’ bully?

 

“Offensive, intimidating, malicious or insulting behavior, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient” A line from a linkedin post. Bullying is now a major issue in the workplace. Or is it?

Certainly there are adult bullies in this world. All you have to do is look at some the leaders of countries. They are king of their hill and they act like it! And then there are the bullies in our lives as adults. There is no way that we can deny that we have run into bullies in our everyday lives. And it’s not a pleasant thing either.

And of course, co-workers, supervisors, & managers can also be bullies while at work. I had a bully for a boss when I worked for Wells Fargo Guard Services (now a defunct part of Securitas) in the 80s & 90s. Corporate management called him driven but in all respects he managed by being a bully and intimidation.

But how can you tell if either you or your managers are being the bully or just dedicated/driven to succeed? Sometimes the difference is a very thin line easily crossed. And sometimes, like I have done in the past and regretted, we cross that line and don’t realize it. But does that mean we are a bully?

The Difference

                Anyone can be driven & dedicated to success. And being driven and pressing hard to get the job done, right, can make you an easy mark for being labeled a bully.  But ask yourself these questions to see if you really are just a bully or driven;

  • Do you berate or belittle co-workers when they do something wrong?
  • Do you fail to apologize for something you did or said wrong?
  • Do you tell your workers thank you and such for anything?
  • Do you participate in teasing over a physical or mental abnormality?
  • Do you tease an employee over an issue they had which embarrasses them?
  • Do you yell, scream, and constantly ‘ride’ your employees until they do what you want?
  • Do you talk down to them like they are idiots?
  • Are you liked, and respected, amongst your employees and peers?
  • Do you allow personal feelings and stress rule your attitude at work?
  • Do you threaten or intimidate to get what you want?

If you answered yes to any of these questions you might actually be a bully. Most bullies will never admit that they are actually bullying someone. Keep in mind that most people who are bullies are doing so by intimidation and being bigger, meaner, and stronger, and in a higher position, than others around them. And they are enabled by management or their peers.

                And one of the worst things about bullies is that they remain bullies simply because no one ever calls them out. And if you do try to call them out, report them, or take disciplinary action, you could be looking at a lawsuit or worse being fired. The enablers in the company will ensure that something happens.

Being Dedicated

So what are the differences between being a bully and dedicated/driven to success in your job? The following points may help differentiate the two. Look at the above list and compare them to this one;

  • Do you apologize when you are wrong? It doesn’t mean you’re a weak leader
  • Do you express gratitude for their work in making you look good?
  • Do you stop unnecessary teasing, especially if it goes on ad nauseum?
  • Do you talk to your employees on their level?
  • Do you treat them all the same (as humans and not chattel)?
  • Do you try to nurture their instincts and skills?
  • Do your employees know how you want the job done correctly?
  • Do you teach and coach instead of push and prod?
  • Are your employees knowledgeable about doing the job right?
  • Have you told your employees what you expect from them?

If you answered yes to these questions you are probably dedicated, driven, and press to get the job done right and not a bully. Keep in mind that you may be accused of being a bully and therefore you will have to defend everything you do and say or risk being disciplined or fired.

Does a good manager have to bully employees at times? Sometimes you do in order to get them to do the right thing, some employees respond to being pushed harder by bullying. But also remember that if you and your crew are Sympatico, whatever you say needs to be done, they will jump in and do it efficiently and effectively and immediately.

Some of us have been accused of being bullies and in reality all that happened is that we are hard driving, dedicated, blunt, direct, and straight forward towards our other employees and clients/customers. And if you present the facts in such a blunt fashion, as I do so as to cut through the bulls***, to someone you could be called a bully.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

Alternative weapons for security officers

Since I’ve been in security, nearly 33 years, the idea of weapons with security officers has been a debate. And it really should be a debate! I believe that there are other considerations to think about as well. And some of the reasons companies don’t want their officers armed are…

It is sad, but true; many companies simply don’t trust their officers to carry firearms. And many companies that employ their own proprietary officers don’t want their officers armed either and usually for the same reason. However, many times the main reason is liability and the insurance premiums. Most security companies and clients suffer from WBS (warm body syndrome). They don’t care who’s on post, as long as someone is looking ‘official’.

Another reason goes hand in hand with liability. The hiring process to find an armed officer that is trustworthy enough to do the job. Pre-employment screening processes are at an ever increasing cost because the need to totally ‘vet’ an applicant. And unfortunately it usually only goes for a few years back.

And another cost that ensures that companies & clients shy away? The financial cost of training. Those costs are increasing due to recent incidents of workplace violence (WPV) & terrorism. To fully ensure that an officer is properly trained and is up-to-date with their training can be an enormous financial cost, or drain as some would call it, on a client & contractor.

However there are weapons that a company can arm their officers with that are just as effective as a 9mm Glock.  And I hope the .38 detective special has been outlawed by security companies/departments. Those things, with many companies were totally useless. And I should fail to mention, but I won’t, totally unreliable because they weren’t properly maintained.

So, what are these alternatives that are just as effective? They are not necessarily cheap, nor are they a throw together and forget about it. But they are effective and should be considered where your officers/employees may be in danger or the size of the property or risk of crime is high. And as a caveat to this the potential for violence can be considered high because of the business being conducted.

  • Night sticks, ASP batons, or similar
  • Tasers
  • Pellet guns or similar
  • Pepper spray
  • Training

Each of these items has their own inherent risk of either a lawsuit or not being effective. And they all require significantly more training than a state mandated requirement, including the last one training. Here are a couple of the drawbacks for the above weapons;

  • Batons can break bones & cause significant injuries. They can also cause noticeable bruising as well as ‘pressure cuts’ (as what a boxer gets above the eye many times)
  • Tasers can be effective for normal people, however if they get someone who is high on drugs or has a hidden medical problem it may or may not be effective and lead to many other legal and liability issues, including their death.
  • pepper spray has a tendency to disperse everywhere and could injure others in the area. And those injuries could be blindness if they already had eye issues. Or even death if they have a severe allergic reaction or breathing problems.
  • Pellet pistols can also have the effect of escalating the situation forcing another to use a real firearm, which also can lead to the officer’s death.
  • Your best bet overall is training. Yes simple words and role play. By instructing your officers in the ways to verbally disarm and talk someone down from their tirade and keep them calm and others away can be just as effective as having a police officer pull their firearm on a suspect.

Role-playing with these tactics is also effective and should be mandatory. If the officers don’t use these skills after learning them, then they will atrophy and most will be forgotten within a few days. And a hand book and continual training should also be used in conjunction with the lecture (yes no videos only) and role play.

Is this cheap? Absolutely not. A one-time training session can cost a company easily a few hundred to several thousand dollars, depending on how deep they cover the subject. If you can bring in an expert in any of these it could cost you even more. Is it worth it? Unequivocally, YES!

A hundred years ago 90% of security ‘guards’ were armed. Now the number is fewer is less than 7%. But the world is getting more dangerous by the day. Companies and clients are demanding higher and better levels of protection from their security officers.

Therefore, the training that is involved in instructing your officer in various non-lethal ways to subdue someone should be considered, because you never know if the person is a hooligan, drunk, high, or having a medical emergency. And having a medical emergency or if they are drunk or high the liability can be higher than you or the client can bear.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

The customer is not always right

Remember the old cliche that hung in offices everywhere for years:

Rule #1 The customer is always right.

Rule #2 If the customer is ever wrong, read rule #1

Well I’m here to tell you that in most instances the customer is right. But it’s never absolute. And being scared to lose an account because you refused to do something they wanted is never an excuse to fall down and kiss their toes. Some clients want you to do that, because they know their account is important, but it’s not worth it.

In contract security many compromises are made because the client wants this or that. In most cases it really is no big deal to grant their request and change the contract, just a tad, to keep them happy, as long as it is added via an addendum. However keep in mind, that in some circumstances, it can be, and is, illegal to accede to their request.

I’ve been the subject of one of these and it was attempted to be forced to do one myself. And I’ve witnessed it more than a few times. And in practically every case the client, not on record, made it clear what the reason was and then changed it to make it appear legal before it was placed in their file.

In my case I saw the personnel file that had a statement in it from the client that wanted me removed as Facility Supervisor for a female because she would be more aesthetically pleasing to visitors at the front gate. After I confronted the District Manager it was removed and was replaced with a memo stating ’insufficient job performance’ from the Branch Manager, not the client. To their credit, they had refused.

Another instance I was the Operations Supervisor for Allied Security and was told by the client that I would remove an officer because he was a ‘mellow yellow’ with red hair. When I refused for that reason alone, the client talked to the Branch Manager. The officer was then removed from the site because he was ‘bothering female employees & making them uncomfortable’. He protested and then promptly quit.

This account was a very large one for the company, accounting for approx. ¾ of our billable weekly hours. It had taken months of negotiation to take over the account from another national security company and the corporate office was involved. The Branch Manager didn’t want to lose the account nor upset corporate. He was after all, a corporate man.

While working, thank goodness briefly, for ABM Security, in Kansas City I was told to falsify records to assist the payroll people. I also did this for Allied, with the same account as above, by ‘ghosting’ employees. In both instances I complained to a higher authority and was basically told to shut up and do your job and we’ll do ours. In one case, the complaint was conveniently lost by the Regional VP.

From Wells Fargo, to Allied, Universal Protective (now defunct), ABM Security, & Uni-Guard. they have all did it. In each case I attempted to rescue my integrity and honor by not complying because I knew it was breaking the law, and both morals & ethics. Was I told the real reason behind all of the client requests? Probably not, especially after stating my objections a couple of times.

But like many people the opening phrase was pounded into my head when I entered the workforce looking for a career 35 years ago. At that time, it was in sales. After my start in security it was never spoken out loud, but the overall sense was not to ‘piss off the client and cause us to lose the account’.

And because in St. Joseph & Kansas City MO. The billing rates were so low and the competition so keen for accounts… The billing rates, even in 2003, in St. Joseph were only around $9-$12 per hour. That shows you how competitive it was because we got less than janitorial services, which is not atypical.

But we have to, as security professionals especially in the contract field have to restrain from turning a ‘blind eye ‘and smirk when a client wants someone removed or some other service. If we know it’s illegal and against local, state, & federal law we need to say no.

There are many cases where I have said directly to the client, that I wouldn’t do something for them. It wasn’t that it was necessarily illegal, unethical, or immoral but I was uncomfortable in performing what they wanted done. I told my manager and let them handle it, if they wanted to.

And since going blind I continue to tell people who need something from me no. Because, if you don’t remember, everyone is a customer of yours. From your company, manager, employee, client, or whoever. They are all customers and therefore sometimes they are not always right and need to be told no.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

My personal workplace violence summary

A personal reckoning with workplace violence

To give everyone a perspective of my personal workplace violence (WPV) stories I’ve been encouraged to write this for some time. So, of the nearly 4 dozen incidents that I’ve been a part of in my 32 years in security I’ll begin…

I started for Wells Fargo Guard Services in St. Joseph MO. In June 1983, at the Peachtree Doors & Windows plant. I received my first verbal assault about 5 months later from an employee. No one notified me that they were going to work on Friday, they worked 4 10 hour days, and the employee door was locked forcing them to make a trip around the building, in the cold & snow.

In the years I was posted as a security officer, I received a few more verbal assaults. I then was transferred to the Monfort Pork plant in St. Joseph where I received a few more. None were threatening, but getting called names and dumb*** because of something the client did…

In 1991 I joined ASIS and was posted to the Avis Rent-A-Car exit gate at Kansas City International Airport (KCI). I nearly got run over by a few customers because they didn’t want me to hold them up checking their paperwork or anything else.

After a tumultuous exit from Wells Fargo in 1996 I worked for Allied (now Allied-Barton). I got numerous words of praise from clients and officers, except one. After being named an Operations Supervisor (scheduler) an employee came in sat at my desk and refused to leave threatening to ‘pound my ass into the carpet’ if he didn’t get paid for hours in which there was no record of him working.

In 1998 I was an Account Manager with Uni-Guard Security of Kansas City where I got my next 2. I was patrolling the front of the Two Pershing Square office building when a homeless man pulled a knife on me after I asked him to move along and not panhandle the tenants.

A few weeks later… I had a .45 pistol pointed at me by someone who was bothering female workers at the Payless Cashways Corporate Office by asking them if they wanted to take an all expenses paid vacation to Hawaii. He then took off and disappeared down the stairs and out the door to the then still abandoned, but under extensive restoration, Union Station.

While working for First Response, Inc. an officer told me if I didn’t stay out of another officers, and his dealings with her,  business, she had loaned him some magazines or some such and asked me to retrieve them, he promised that I wouldn’t be able to work for a year. I told the VP & President and they transferred him to another supervisor.

After moving to the Phoenix area and working for TerraMar, day labor, Staffing, there were a few more verbal assaults. I had one threat of physical violence but as was the case for me, nothing came of it. And this was all within a 6 week period. Then I went blind just a week after that.

Most of the WPV incidents I’ve been a ‘victim’ of have been verbal, which lends credence that there are 15 million assaults in the country per year. I’ve also had things thrown at me in anger, pens, pencils, coffee cups, paper, & even a stapler, by people, which is also considered a WPV assault.

I’ve also been a part of numerous extra security coverages because a client’s employee threatened violence. These came with all security companies I worked for except the now defunct Universal Protective Services. About a half dozen each with Wells Fargo and Allied. 2 with Uni-Guard and 4 with First Response.

Before I began studying WPV, I never considered these as workplace violence. But as I have read, learned, studied, wrote, spoke, & researched WPV I see that they were. And my experiences have led me to believe the University of South Florida’s study in 2005 on WPV.

I’ve long been a student of workplace/school violence, ever since I joined ASIS in 1991. And since then I’ve been doing everything I can to help clients and people of all sorts try to stay safe while they are at work or school.

I’ve written dozens of articles on the subject. Been interviewed numerous times on the radio, TV, and in print. Given dozens of presentations to groups on it. And the one thing that I have learned, if nothing else, about WPV.

You can’t stop learning and re-evaluating your views and observations about this crime. Every time you think you have it figured out, then the facts take a wiggly woggly meander and force you to throw out your old conventions. And this is one reason I don’t follow conventional wisdom, to try and stay one step ahead.

And that’s what makes me so passionate about it. There’s always something to learn, read, research, or listen to about the subject. So, even being blind I continue to try and learn and protect people from this crime.

No one knows better than, except the families, the carnage that it causes. From the loss of friends and loved ones, to the financial loss of the family bread winner, to the child who will never see mommy or daddy again.

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear

Workplace Violence incidents for December/End-of-Year

St. Paul, MN. December 4 (school) 1w

Neenah, WI. December 5             2w

Phoenix, AZ. December 5            1w

West Point, NY. December 6      0

San Francisco, CA. December 7  0

Vicksburg, MS. December 9 (school) 0

Scottsdale, AZ. December 9        0

Phoenix, AZ. December 10          1d1w

Jonesboro, AR. December 10 (school) 0

Boston, MA. December 11           0

Alva, OK. December 10                 2w 14?  0

Dearborn Heights, MI. December 17 1d

Madison, WI. December 19         1w

Madison, WI. December 28         1w

December:  14 incidents  2 dead  9 wounded

 

Year-to-date incidents: 201 Arizona 68

127 Dead  226 wounded

 

WPV by state:

State Totals:

These are the number of incidents that I have counted for each state. And since I live in Arizona, I think it’s fairly obvious that I would collect more here than anywhere else. And please keep in mind, these are only the incidents that I hear about on the news or come my way from friends and family. Rarely do I get on the web and search for these incidents.

Arizona                                                                               68

Texas                                                                                   9

Maryland                                                                          8

California                                                                         7

Louisiana, New York, Pennsylvania, & Wisconsin-6

Massachusetts, North Carolina, & Washington D.C. -5

Colorado & Georgia                                                  4

Indiana, Minnesota, Mississippi, Missouri, New Jersey

South Carolina, & Washington                          3

Arkansas, Florida, Illinois, Michigan, Ohio, &

Tennessee                                                                                               2

 

Alabama, Kansas, Kentucky, Nebraska, Nevada,

North Dakota, Oklahoma, Oregon, South Dakota, Utah

Vermont, Virginia, West Virginia                                             1

Alaska, Connecticut, Delaware, Hawaii, Idaho, Iowa, Maine, Montana

New Hampshire, New Mexico, Rhode Island, Wyoming-0

 

Robert D. Sollars is a recognized expert on security issues, specifically workplace violence. He’s spent 32 years in the security field. Contact him at 480-251-5197 or Visit his Facebook page, One is too Many. Here you will read about other items related to security & WPV issues. Or be a twitter follower at @robertsollars2.

I May be Blind but my Vision is Crystal Clear