Editor‟s Message


I am humbled and thankful to have contributions this month from two of our industry‘s giants.


See Jim Underwood‘s article on


‗Emerging Issues in Threat Management.‘ It will make you think, and hopefully, realign the direction you are headed with regards to dealing with threat assessment and management. Jim states, ―movement from unstructured [threat assessment]processes to structured processes is happening very fast . . . ‖yet, it is my belief that it is not happening fast enough. I believe we are on the cusp of a transformation in threat management that will parallel the movement that occurred in the journey from safety management to safety engineering that embraced scientific principles and systems engineering. The days of simply replacing a badge with a consulting sign are numbered as threat management becomes a discipline that requires vigorous study and knowledge of multiple science oriented areas. The result will be a higher caliber of well trained professionals that will provide a higher level of expertise and produce better organizational results.


I also want to highlight the Threat Management Insight column which Bruce Blythe is contributing. He is providing extremely valuable insights and learning based on his many years of experience in advising clients around the world on crisis management. This is an opportunity to truly learn at the footsteps of one of the most knowledgeable consultants in the field.


Those of you that are in the healthcare industry be sure to read the article ‗When Grief Turns Violent.‘ The article shares insights from leading health professionals on actions that can be taken to deal with grief stricken individuals to hopefully avert future occurrences like the killing of a surgeon in Brigham & Women‘s Hospital in Boston.


Finally, I want to call your attention the work that Pat Biles, former Workplace Violence Coordinator for the Department of Labor, is doing to increase the awareness of businesses, community organizations and individuals about workplace violence. She is now the Executive Director of the Alliance Against Workplace Violence and spearheading the effort to establish Workplace Violence Awareness month in April. Please lend your support to her in this very important initiative.


Thanks again for joining us this month, stay alert out there and stay safe.


Barr y Continued on page 20 2


Leadership‟s Role in Workplace Safety


Businesses spend $170 billion annually on costs associated with occupational injuries and illnesses, which are expenditures that come straight out of corporate profits. Workplaces that have established safety and security cultures can reduce their injury and illness costs by 20 to 40%. Even more important than cost is the fundamental need to protect employees. Employee well-being as well as employee retention and brand protection are tied to workplace safety. The establishment and maintenance of a safe workplace will not come with rules and standards alone; leaders need to reach the hearts and minds of all employees to impact how decisions are made on a daily basis. 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 fire an employee for information learned during an investigation triggered by the employee‟s claim of sexual assault on the job?


The Situation


A 49-year-old female plaintiff was employed as a recycling attendant and her employer, the defendant, was the municipal government of the town. While at work, she alleges she was sexually assaulted by a male co-worker. She reported the incident to her supervisor and the town‘s human resource director. The town promptly began an investigation.


One week after filing her complaint, the plaintiff‘s supervisor and the head of the department confronted the plaintiff on the job and gave her a reprimand concerning a complaint that had been made by a town resident. The plaintiff denied vehemently the resident‘s version of the incident and denied that she was at fault.


Two weeks later, the defendant announced to the plaintiff the results of its investigation related to the assault. The town had determined that her complaint had no merit.


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