Editors Message


This issue has a lot of informa- tion about school violence and the on-going debate about whether arming teachers is the best way to protect our children in schools. Several


years ago, I wrote an article called ‘The Wild Wild West Workplace’ in which I challenged the notion that was being proposed, at the time, regarding arming employ- ees to protect themselves from violence at work. My position on this was that I would rather see trained armed security officers as oppose to a lot of employees walking around with guns at work.


I take the same position regarding arming teachers. They are professional educators and while some of them may be well trained and proficient with using a firing arm most teachers are not likely to fit this model. My view is similar to the overwhelming majority of you that responded in favor of armed security officers to our earlier survey. (see Jan/Feb edition for survey results)


In addition, we are seeing law makers, school boards and communities rethinking traditionally accepted ways of protecting schools from violent perpetrators. They are exploring how to better design schools with security as an upfront consideration (CPTED); redefining the training that all stakeholders need, looking at well intended laws that create havoc at the implementation level, etc. It’s the right conversation that needs to take place.


We traveled down memory lane to bring you an old article whose message rings as true today as when it originally appeared - Managing Crises Means Managing Victims. It’s a reminder about an area that sometimes is not given the level of focus it deserves.


As we move toward the final quarter of the year we are striving to double our readership and would like to enlist your support. Please send this edition to at least one person that could benefit from being current on work- place violence. Thanks for your help.


I hope you and your family have a great Labor day. Until next time stay safe.


Bryar


How ‘See Something, Say Nothing’ Trumps Policy and Impacts Workplace Violence


Similar to law enforcement, workplaces face the headwind of a “stop snitching” culture. Stop snitching, or the suggestion that one should not report information about violent incidents, is so prevalent in some areas that t-shirts reflecting an anti-snitching message have been produced and sold.


When criminals and bullies are accepted as commonplace and have greater influence than managers and policies, problematic behaviors will not be reported, and the perpe- trators will not be held accountable for their actions. An anti-snitching philosophy infiltrates many workplaces; and employees behaving badly are the sitting in the next cubicle. Or worse, they become the boss.


When individuals see something, but say nothing, or when organizations discourage, intentionally or not, the active reporting of concerning actions and behaviors, opportunities for violence in the workplace increase. So, what can an organization do to transform from a “see something, say nothing” culture to a “see something, say something™” culture?


Read More DECISIONPOINT


This column is designed to help sharpen your judgment in providing valuable advice regarding how to handle incidents of aggression.


Can an employer be held liable for negligence when an on-site armed security guard from a security agency hired by the employer murders one of its employees?


The Situation: Deborah Bachak worked for Lockheed Martin in document control. In 2007, she began a romantic relation- ship with an on-site security guard, George Zadolnny, who worked for U.S. Security Associates. The relationship soured and Bachak terminated the relationship in the fall of 2008. In December 2008, Zadolnny met with in the mailroom and he shot her five times, killing her. Zadolnny then took his own life. Bachak’s estate sued both Lockheed Martin and U.S. Security asserting that they should have prevented the murder because they knew of Zadolnny’s propensity for violent behavior.


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