Travel Reference
In-Depth Information
RESPONSES
Let's discuss some appropriate security-related responses to employee vio-
lence. Definitive measures should become standard protocol when a
person is suspended or dismissed. For example, after a person is termi-
nated, he or she must immediately be denied access to every area of the
facility. Certainly there will be matters that the person will need to take
care of. Desks need to be cleaned out, final paychecks cut, and other
financial matters such as the disposition of any funds in a company pen-
sion fund or thrift savings program. The company should appoint a single
individual to act as a liaison between the employee and management to
handle these matters. Anything that needs to be resolved must be handled
by this designated person. The employee should not be allowed to con-
tact anyone in the office, barring personal friendships of course, to dis-
cuss matters related to separation from the company.
What is an appropriate response to make when an employee actually
threatens violent behavior? First, security needs to be made aware of the
circumstances of the incident and the nature of the threats. The ability of
the guard force to handle the matter needs to be evaluated. In most cases
the local authorities need to be alerted immediately and their input
should be obtained. In many jurisdictions in the United States, laws make
the utterance of threats of violence a crime, often a felony. In such a case,
the ability of the police to make an arrest will depend on what the indi-
vidual actually said and the availability of evidence to support a charge.
We suspect that the same is true in many foreign nations. Consult the local
police.
In the event that the employee is an American citizen, it is also a good
idea to contact the embassy or consulate and ask the regional security offi-
cer (RSO) for advice. The RSO will also have a relationship with the local
authorities and may be in a position to obtain their help faster than you
can. In addition, the embassies will have liaison offices that may be able
to provide appropriate support from a social services standpoint.
While all this is being done, security needs to prepare an individual-
specific threat upgrade. If, for example, an employee has stormed off stat-
ing he is going home for a gun, then this threat must be taken seriously
and prepared for. Again, an evaluation must be made. What type of secu-
rity force do you have? Are its members armed? What do local laws say
about the use of deadly physical force in these circumstances? Is there a
sufficient access-limiting system in place to stop an armed intruder?
