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919.274.5515
jlee@peaceatwork.org
po box 41214
Raleigh, NC 27629
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August 2010 Webinar
Schedule
Recent Workplace Violence Cases
(and how they could be prevented)
August 18th, 2:30 edt
This webinar will be an interactive
discussion about recent cases of workplace violence. We will look at the
major and significant cases that stem from co-workers, clients and
ex-intimate partners.
Prevention measures will be covered
but will not be a critique of these recent cases.
Come join us for a discussion on workplace violence trends and how it
can be stopped.
Workplace
Violence 101
August 24th, 2:30 edt
While open to all, this webinar is to meet
the training requirement of the recent Canadian law The Occupational Health and
Safety Amendment Act, 2009-
Violence and Harassment in the Workplace
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The Web
Conferencing Program is Microsoft Live Meeting and requires the
installation of the
Office Live Meeting Client
Please check
your system below to ensure that you can join us. I suggest that you
do this before the webinar.
Joining the
Meeting:
Select the top option "Join a Meeting". You will be asked to
download or run a "launch.rtc" file. This will enable you to enter
the conference. Again, you need the Live Meeting client installed.
If you use the Live
Meeting Web Access, you will NOT be able to hear the audio.
First Time Users:
To save time
before the meeting, install the Office Live Meeting Client to
make sure that you will be ready. Click "Accept Terms and Install
Client" on
this page.
Audio Through Computer,
not your phone.
To
use computer audio, you need speakers and microphone, or a headset.
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Webinars are FREE
Each webinar
and web-talk will be
about 45
minutes including Q/A
All Times are Eastern
Standard/Daylight Time
Other Webinars done in the past and pending
repeat
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Front Desk Security
Perhaps one of the most vulnerable positions is the front
desk. They are the gate keepers to any facility, the first to encounter any
confrontation and are often alone. Learn how they can keep themselves and
the organization safe.
Learning Objectives
1. Identify vulnerabilities in the security of the reception area
2. Develop procedures and policies to maintain a secure facility
3. Develop ability to recognize at-risk behaviors
4. Identify common tactics to distract front desk personnel
5. Review de-escalation of hostile behavior skills
6. Be prepared with emergency response procedures
7. Develop strong access control policies
8. Establish a response plan including crime scene preservation
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Safe Terminations
When
an engineer
shot and killed three supervisors, including the CEO of a semiconductor
plant in Santa Clara, CA, he had just been fired, reportedly for poor
performance.
Whether you are faced with terminating one employee for
performance and misconduct or conducting a lay-off in these difficult economic
times, this program will focus on safe terminations. While the larger issues of
transition management will be referenced, the majority of time will discuss how
the actual meeting can be conducted securely and to explore the warning signs of
the dismissed employee that my return with a gun.
Learning Objectives
1) Setting up the safe meeting
2) Firing fairly but firmly
3) Recognizing the warning signs of potential violence
4) Providing options to reduce animosity and stress
4) Continued surveillance
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Online Threats in
Assessment
A Finnish man post vids
of himself pointing at the camera and shooting at a range. A student sends clips
of himself to major networks and cable shows prior to the worst rampage
in their campus history.
Facebook, Youtube and
Craigslist. Social networking evidence left by people who later
murdered. Leaving an eternal trail of evidence, repeated from blog to
video ads.
One thing they have in
common is that they are all younger, below the median for most mass
shooters. the use of the digital world to express their frustration and
intentions. What else can be learned from these cases and how can
investigators find the clues before it is too late?
Learning
Objectives
1) Review of cases where shooter posted "warnings" online
2) How to search for online clues
3) Legal issues for employers searching online life of
employees
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Robbery Survival
Ever hear the
claims that hundreds of
people are killed every year from workplace violence? Most
are from robberies. Cab drivers, store openers and closers, delivery
people and restaurants are all targeted for the quick cash and easy
targets.
However, there have
been studies that have researched effective interventions and resources
developed. This program will focus on the most important goal- survival.
But once the danger is removed, there are important steps and actions
that can help preserve evidence, support the investigation and prepare
for the impact of the violation.
Learning Objectives
1) Identifying likely robbers
2) Surviving a Robbery
3) Assisting Law Enforcement investigations
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Security in Faith
Institutions July 27th -
Knoxville TN: 2 Killed at Unitarian Church
December 10th, 2007- Colorado: 4 Killed at 2 locations of New Life Church
June 15, 2007 - Oconto, WI: Man Kills Wife at Church where she works
These are just a few recent examples. Shooting at churches and temples occur
because of intolerance, hatred and also as a form of workplace violence.
Learning Objectives
Case Review of other Shootings at
Religious Centers
Prevention Guidelines
Threat Assessment when a danger is identified
Security Measures to mitigate threats
Preventing Violence through Faith
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When Ex-employees Return Months
Later
In the mountains of NC, almost 6 months after Gus
McCurry was dismissed for assault and larceny at his job at Mountain
Spring Valley Water, he returned at pre-dawn hours of January of
2008, to shoot and kills his former employer, Thomas Scotchie.
While in the immediate aftermath of terminating an
disgruntled employee, there are often temporary security measures put
into place and nothing happens. But how can employers and security
professionals prepare for an assault that occurs weeks, months or even
years after they were last seen?
This webinar will provide case examples and
guidelines but will be more of an open discussion format to explore how
security can be maintained for the very unpredictable and open-ended
threat.
Learning
Objectives
1) Review of example cases where an employee
returned much later
2) Warning signs that an ex-employee may return
3) Maintaining on-going assessment of disgruntled
ex-employees
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Basic Threat Assessment
"I am going make you
pay!!!!!!"
A ex-boyfriend, a
disgruntled client, a fired employee screams at you as you hang up the phone.
Is it real? What did they mean by that? Am I in danger?
This is when all that
assessment, training and a solid response planning shows its value. But you need
to know the answers NOW. Threat assessment is far from an exact science and this
is by no means a comprehensive or extensive training workshop.
The purpose of this webinar
is to introduce some principals of threat assessment-identify additional
information to be gathered and provide a rough framework for initial
determination of severity. It is vital to know when professional support is
required to assist review of a case and in establishing appropriate security
measures.
Learning Objectives
1) Pulling
together team for assessment
2) Identifying data and records
3) Interviews and investigations
4) Review of information, placing in metric
5) When to bring professional help
6) Limitations to threat assessments
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Post Hire Records Checks
What
is more important-
What an applicant did
10 years ago or
What your employee did
last weekend?
Record checks
are an industry standard for new applicants but isn't it more important to know
about any criminal activity while they are in your office, driving your vehicles
and representing your company?
A lawsuit was settled for $900,000
because of negligent supervision of a convicted drunk driver.
Employers are now held accountable for knowing
their employee's actions outside of work. Come see how school systems,
hospitals, safety sensitive positions and professionals are all being monitored.
Learning Objectives
1) Understand
the risks of Negligent Supervision and Retention
2) Review the legal constraints of post hire record checks including the FACT
Act (Fair and Accurate Credit Transactions Act of 2003)
3) Off-Duty Conduct Issues and Employee
Misconduct Investigation
4) Legal Basis for Termination for Off-Duty Issues
5) Policy and Program Development
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