Transcript UNDERSTANDING TERRORISM AS A COMPONENT OF WORKPLACE VIOLENCE

UNDERSTANDING TERRORISM AS A
COMPONENT OF WORKPLACE
VIOLENCE
JOHN C. LANE JR.
THE OMEGA THREAT MANAGEMENT
GROUP, INC.
NOV16, 2004
AGENDA
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Defining Workplace Terrorism
Motivation
By-Products
Stalking
Response Strategy
TERRORISM IN THE WORKPLACE
 The unlawful use or threatened use of
force or violence by a person or an
organized group against people or
property with the intention of
intimidating or coercing societies or
governments, often for ideological or
political reasons.
TERRORISM CONT.
 To fill or overpower with terror; terrify
 To coerce by intimidation or fear
MOTIVATIONS
 To Control Their Employment Status
 To Seek Revenge
 To Obtain Compliance Via Intentional
Or Unintentional Creation Of Fear
BY-PRODUCTS OF TERRORISM
 Fear, Anxiety, Physiological/
Psychological Disorders
 Damage To Co-Workers
 Loss of Productivity
 Negative PR if Not Managed
Responsibly
STALKING
WHAT IS STALKING?
 When one person pursues another for a
variety of unwanted purposes.
CRIMINAL STATUTE
 Intentionally follows, annoys, or harasses a
person
 Makes “credible threat”
 Threat causes person to fear for their
safety
STALKING TYPOLOGIES
SIMPLE OBSESSIONAL
 Prior relationship
 Discordance
 Love gone sour
 Perception of mistreatment
 Most common typology
 High degree of substance abuse or
personality disorder
 Shortest in duration
 Volatile
LOVE OBSESSIONAL
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No prior relationship
Usually known through media only
Delusional disorders common
Long duration of obsession
Suspects mostly male
STANDARD OF CARE
 CAL OSHA Program
 Prevention Team
CANADIAN BILL C-45
 Created Criminal Code S.217.1
 Effective March, 2004
CRIMINAL CODE S.217.1
 “Everyone who undertakes, or has the
authority, to direct how another person
does work or performs a task is under
a legal duty to take reasonable steps
to prevent bodily harm to that person
or any other person, arising from that
work task”
WHO’S AFFECTED
 Duty will apply broadly to supervisors,
managers, officers and directors, lead
hands inside or outside any bargaining
unit
MOVING FORWARD
 Create Enforceable Guidelines
 Partner with Employers to Create New
Research
 Strengthen Partnerships with Law
Enforcement
Questions
JOHN C. LANE JR.
THE OMEGA THREAT MANAGEMENT
GROUP, INC.
(310) 551-2063