Hospital Uses Facial Recognition, Other Technology To Identify High-Risk People


By Leischen Stelter


Being located in a high-crime area coupled with the need to be an open environment means that Atlantic Health, a large healthcare provider serving northern New Jersey and metropolitan New York, must rely on technology to help mitigate threats to its staff and patients.


“It’s the critical nature of our


job to ensure that those entering the facility are who they say they are,” said Errol Brudner, manager of protection and security services for Atlantic Health. It’s important to know if someone entering the facility is a known gang member or otherwise considered dangerous.


But the healthcare system was designed to be an open environment and easily accessible to the public. “We can’t have enough security personnel to guard our 50 to 60 doors so we look to analytic technology, to help us be proactive. We want to stop something before it happens,” he said. While the hospital can’t deny treatment to anyone, it is critical to know immediately if someone has a criminal history and should be considered a danger to staff and patients.


The hospital is using a variety of technology to alert staff of potentially dangerous individuals. Facial recognition technology has been deployed in its emergency department to identify people within the hospital’s database who are considered high risk. “We upload pictures of people we want to know about and their picture is in our system so we know immediately if they are in our facility,” he said.


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THE BULLY AT WORK


The Mobbing Syndrome – Emotional Harassment and Abuse


©2011 Gail Pursell Elliott The mobbing syndrome


humiliation, general harassment, abuse, and/or terror.


is a malicious attempt to force a person out of the workplace through unjustified accusations, It is


a “ganging up” by the leader --organization, superior, co- worker, or subordinate -- who rallies others into systematic and frequent “mob-like” behavior. Because the organization ignores, condones or even instigates the behavior, it can be said that the victim, seemingly helpless against the powerful and many, is indeed “mobbed.” The result is always injury -- physical or mental distress or illness, social misery, and often, but not always, expulsion from the workplace.


Many ethical human resources professionals don’t become aware of a mobbing situation until it is well underway.


It can be both frustrating and confusing. Most


have seen this happen at least once in their careers but never had a name to put to it, nor did they see that it was a syndrome with a specific pattern. When these are presented, most have said that the “players” in the roles become obvious. As one example, the president of a human resources society in Pennsylvania said he had seen it happen in his own company. His reaction to it was that he was '‘appalled” and wanted to do whatever he could to make sure it didn’t happen to anyone again. He addressed the situation in specific terms with the department in which mobbing had forced out a valuable employee, emphasizing that this emotionally abusive bullying would not be tolerated.


It worked. However,


within a month a similar situation cropped up in a completely different department. While mobbing/bullying


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The 2011 Workplace Violence Fact Sheet


The 2011 Workplace Violence Fact Sheet


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