Archive for the ‘Protective Services and Investigations’ Category

Staplers or Sombreros

March 31st, 2014 Comments off

It’s no secret that the cost of doing business in our local region isn’t as economically feasible as it once was. If we can manufacture and deliver a marble for 10 cents in foreign countries why would we pay 1 dollar to do the same domestically?  If the bottom line is only measured by morality, the answer would be simple. However, we have a different kind of math when it comes to business and regardless of how ‘nice’ we are that isn’t going to keep the lights on.  The question is; how much are we saving?

The hidden cost of discounts are beginning to expose themselves more and more and as a result risk management teams are forced to look into mitigating practices when it comes to the protection and ‘duty of care’ of their employees in both a nomadic and sedentary role.  As we are aware, workplace violence and the organization’s policies are effective anywhere the employee may be in their daily role, which would lead us to the conclusion that that includes anywhere in the world that an employee would have to travel to.  The term ‘executive protection’ has now morphed into something that encompasses more than just a stretched limo and an Armani wardrobe.  ‘Duty of care’ is a much more accurate term that simply means that anyone from a salesman, to a CEO requires some form of protection when travelling to foreign areas in a business capacity.  The levels of protection and the pre-planning of course will fluctuate based on the importance of each role.

When the bad guys are looking to kidnap an employee of an organization they look at one main thing; how much are they worth?  If a certain individual were to go missing, what would the damage be in terms of the organization’s operations and image? Once these questions are assessed and answered, the worth of the employee can then be established.

Each region must be assessed continuously for any potential threats that could be harmful; anything from local crime to the political theme.  In Mexico for example large, multinational corporations face a substantial cost of doing business due to the continuously changing risk landscape, which requires security executives and their organizations to be able to adapt quickly to changes. The nation is inundated by an ongoing war between drug cartels, which has to be taken into account in enterprise risk management plans, as do other crimes including cargo theft, extortion and kidnapping.  Companies with operations in Mexico are forced to maintain a certain level of situational awareness and conduct detailed due diligence on third-party vendors and employees and as a result have had to include security and theses costs are beginning to rise.

So whether we are using staplers in an administrative role at the local headquarters or dawning the local customary clothing in the foreign areas we frequent, we exist under one brand, all things are equal including the protection we are entitled to.


Harassment or Känflikt

February 26th, 2014 Comments off

Whether it’s he said, she said or any other combination thereof one of the major issues we face in today’s workplace are personalities and the clashes they bring appearing at all levels of the hierarchy.  When investigating these issues the determination that needs to be made is where this issue can be categorized. Is it a common conflict among workers, or could it be considered that all too commonly used category of harassment?  The latter term will perk ears quicker and become a higher priority in the human resource triage much like claiming a head injury in the emergency room.  Which may explain why it is so commonly misused and as a result the system so commonly abused.

Having that said, the question remains. How do we determine which way to lean when it comes to dealing with these complaints?  Our answer will only become clear when we first have a clear understanding in the differences of the two.

A conflict can be defined in many ways depending on what we are discussing; however, the fundamental definition is as simple as, a difference that prevents agreement.  If we put it in these terms we can almost see it as a competition or struggle for power, a tug of war of sorts.  When we were kids we would often hear our mediators’ attempt to resolve issues by a diagnosis as simple as “oh they’re just jealous” or “you just both have strong personalities”.  As simple as that sounds, quite often it is accurate.

When we look to hire someone to better our team we quite often seek out the person that can make their own decisions and work independently, more importantly someone who is motivated to better the organization.  Nothing motivates more than a little healthy competition, whether that represents two people in line for the same promotion or two people trying to better each other’s piece count. Either way the organization will benefit from the competition.  When the contest becomes unhealthy and there is a clear winner in sight is when the problems start to occur.   Quite often the person in line for the silver will be the one to lodge the complaint and claim ‘the head injury’.

The definition of harassment is much more aggressive in nature and very one sided. Aggressive pressure or intimidation, the act of systematic and/or continued unwanted and annoying actions of one party or a group, including threats and demands.  The intent is to cause harm and force the victim into acting in ways against their choice. The purposes may vary, including racial prejudice, personal malice, or an attempt to force someone to quit a job.  Quite often an alliance is formed and there is a reputation or past experience that will cause the victim to legitimately feel threatened by the bully.

We have been involved in numerous workplace investigations when it comes to these types of complaints, through numerous interviews and evidence gathering roughly 90% end up being determined as conflicts with chronic issues that surface exposing a pretty clear picture in the end.  The problem is we only hear about the 10% we let slip by and the catastrophic results that make the front pages.


Monitor the Monitors

January 24th, 2014 Comments off

Over the past few years social media has been utilized more frequently in workplace investigations as well as exposing various issues that may jeopardize the integrity of organizations and their brand.  Whether it is slander or misrepresentation of the company’s values by a single or multiple employees; social media monitoring is not only advantageous in exposing budding issues that could lead to irreparable damage, but necessary.

We have all witnessed the devastating results to our youth with cyber bullying and the permanency that can never be undone.  With many organizations operating on a global level, cyber slander can be just as devastating, knows no boundaries and doesn’t filter any recipients.  In many cases a reputable brand is the only thing that may differentiate your company from the competition.  Because of this it is imperative that all precautions be taken to maintain that standing.  The risk is equal and in some cases worse for the public sector or government agencies as competency of management may come into question by not only politicians but the general taxpaying public.

One recent example of this came from two firefighters who had been making misogynistic comments on their Twitter accounts.  The account domain clearly stated their positions as fire fighters.  It didn’t take long for public complaints to begin rolling in with a demand for action to be taken as this was viewed as highly inappropriate for anyone in their positions.  The public’s voice was heard clearly and indeed immediate action was taken with the termination of the two individuals in question; this decision of course bread controversy and a divide for those debating the issue.

A recent article (see link below) could perhaps assist in the debate as it suggests five separate criteria exist throughout a workplace investigation prior to any decision.

The five criteria suggested to exist are:

  1. The severity of what was said
  2. The position or role of the person who said it
  3. If the message represented a pattern or isolated incident
  4. What progressive discipline (if any) had already taken place (depending on severity)
  5. The impact of what was said on the brand, reputation, or public trust of the employer

When it comes to monitoring, investigating and disciplining social media breaches this can be quite intimidating for anyone with the responsibility of making the final decision; however, based on the numerous social media investigations we have been involved in, these five criteria suggested are certainly accurate.  If they exist and can be illustrated, the evidence will be far more concrete in convincing any trier of fact.

(Posted by Gavin Rouble on Thu, Sep 19, 2013 @ 12:01 PM)


The Domino Effect

November 27th, 2013 Comments off

Although it began the day after Halloween this year; the workers of BC have now been forced to dawn a disguise they may not be used to.  Ontario championed the cause in 2010 and now the remaining provinces are starting to follow suit.  On November 1st, the new legislation labeled Work Safe BC was born in British Columbia, Canada.  This anti-bullying and harassment legislation ensures that each employee is given a safe workplace; yet another tool to combat the workplace violence issue and try to harness a whirlwind of a problem.

At the risk of sounding realistic, workplace violence will always exist just as bullying will.  Whether we are in schools, arenas, or a political office, this problem is not going away.  We are ‘hard wired’ to bully. Powerful countries bully weaker ones. We glorify aggressive behaviour in sports. The whole human psyche is designed this way. The idea of ‘only the strong survive’ is engrained in our minds from birth and emphasized in our adolescence with literary classics such as ‘Lord of the Flies’.  I am in no way condoning this behaviour or minimizing the damage it causes but what I am saying is that these issues need to be triaged in an accurate manner and the real problems need to be addressed before they escalate.  A simple debate could easily be viewed as a major conflict or an all out fight to another.  Quite often when looking from the outside, it gives a much cleaner perspective; however, objectivity is often a gift that in many cases is sold out, especially when it comes to workplace issues.

To remain objective in a situation of passion is next to impossible for anyone with any level of proximity.  Third party investigative interviews are now one of the most sought after services in the workplace.  For years the best remedy was to take the ostrich approach with many of these issues and bury our heads in the sand until they went away but with the country’s elected political leaders beginning to take further steps we can clearly see we are starting to run out of sand.


The Best Kept Secret

November 7th, 2013 Comments off

There is a multi-billion dollar a year problem that we are only now starting to hear about in open forums and growing media coverage.  Approximately 90% of North American consumer products have the potential to be affected on some level; however, as citizens we are all affected.  Also this issue has a heavy influence on pricing in virtually every industry from the corner stores to insurance.  I’m talking about cargo crime and the epidemic it has become.

Whether we are staring out an office window or a windshield, we are guaranteed to see trucks with thousands of goods in our constant view.

As we continue to become more of a global village, we are witnessing the exchange of product from country to country more than ever.  This need for cargo delivery has spawned a number of opportunities for the business minded, some of these opportunities are legal and above board and some…..well you know the rest.

As the times have changed, so has the loot of choice for the modern day pirates of the highway.  With the economy in a slump, the justification of crime becomes easier causing a Robin Hood like mentality with some.  For this reason the main type of cargo being taken currently is food and beverages.  Prior to the load even being in the wrong hands, the buyers are arranged and the goods are already sold. For the most part a syndicate of various small to medium grocery marts are willing to accept the deals that are clearly too good to be true (or at least legal).

Even though this type of loss may seem very costly, it pales in comparison to others.  On average a theft of pharmaceuticals equals $3.7 million per loss and a load of cigarettes is $1.4 million.  Now that is just the cost of the stolen goods but what we don’t see is the ripple effect that it causes as a result.  Sure it raises insurance rates and the price of goods; everything that any crime against property will do.  What makes this type of theft unique however, is the fact that the sheer amount of product being taken makes it very difficult to assume that it would be for personal use in any capacity; therefore, this product will find its way back into the market.

This becomes a matter of health and safety when we are dealing with non-perishables and…you guessed it – pharmaceuticals.  Even if one pallet is taken, the risk is there that someone could be drastically affected if it were to find its way back on the shelves.  Any type of sensitive medication such as immune system builders for transplant patients or the much more common insulin must be handled and stored in very particular ways. For this reason, a $25,000 loss can quickly become a multi-million dollar settlement.  In most cases however, the organization is forced to destroy the entire lot as a risk mitigation strategy to ensure the stolen medication can be tracked by a lot number, in turn costing them millions in product and production.

These are the types of issues that we are now being exposed to more and more. The public needs to realize that when it comes to cargo crime, it’s not just the rising costs that we should be concerned about. In some cases it could literally be a matter of life and death.  This is why many media outlets and statistics surrounding the cargo industry are finally letting this secret out.

One such example from 2009:


Delicate Flowers with High Winds

August 23rd, 2013 Comments off

According to the Mental Health Commission of Canada, the fastest growing claims in the workplace are mental health issues among employees.  This is a trend that has continued to grow for a number of years with no indication of slowing down any time soon.  From an investigative standpoint this presents it’s own unique yet exciting challenges differentiating the physical injury claims.

I would like to preface this by noting that there certainly are legitimate claims when it comes to employees suffering from mental health.  These issues need to be dealt with on an individual basis promptly, to ensure the safety of not only that particular employee but the entire workplace.  I will also agree with the fact that in many industries this current economy can be taxing on stress levels of many.  By the same token however, it is this economy and the uncertainty it brings that will escalate the ‘not so legitimate’ claims.

When certain people see that work is about to slow down, justification to solidify their monetary stability can be easily achieved regardless of ethics.  As we all know, getting paid by the organization or insurance company is always going to amount to more than what the government will provide.

This rising trend of using mental health as the claim is increasingly difficult for human resources departments for a couple of reasons:


  1. The main one being that no matter what the gossip is, or what logic is telling you, the fact is that these issues are difficult to prove with the resources from within.
  2. The next issue that seems to be arising more frequently revolves around the aftermath of the subject if they are questioned.  This could exacerbate the issue and provide further ammunition for the employee being questioned.


The first thing any employer should do is educate themselves of any issues the employee may be going through; whether at work, or in their personal lives.  The top 10 general stressors in life according to a recent on line survey:

1. Death of a spouse
2. Divorce
3. Marriage separation
4. Jail term
5. Death of a close relative
6. Injury or illness
7. Marriage
8. Fired from job
9. Marriage reconciliation
10. Retirement

Most mental health illnesses stem from depression (not letting go of a past issue), or anxiety (fearing the future) as these listed issues clearly illustrate. 

This can be done by offering the EAP option and starting a dialogue to get a sense of the true issue, without prying of course.  Also a lower stress, less demanding job could be offered as an alternative.  In addition, it’s important to note times and dates and that all the correct steps have been taken in the event that an investigation commences.

This is the one area that is increasingly causing organizations to scratch their heads and wonder what their next step should be.  As we have necessarily changed the legislation to protect workers from harassment that may cause this very issue, we have also justified many false claims that have and will continue to grow.  The first thing to do in regards to an investigation is to back off and excuse everyone directly related to the organization in their involvement.  After all, it was the workplace that caused the issue, and any further negative contact could certainly make it worse.  It is imperative that a third party handles these types of workplace investigation issues.

It is crucial that a list of restrictions be obtained from the doctor treating the subject and based on this list every possible light duty or modified position needs to be offered.  Every time it is turned down or an effortless attempt is made, it too needs to be noted.  Based on this growing list, a specific strategy in how to conduct the investigation will be devised.

We recently conducted an investigation that began with a subject on stress leave.  We had the employer offer every light or modified duty to the individual that wouldn’t breach the restrictions listed according to their doctor.  It was no surprise that every time a new position was offered; a new restriction was born.  This was exactly what we wanted in this investigation, although the subject wasn’t aware, they were playing right into the plan as they were further limiting themselves from numerous everyday activities, to the point where the subject was even restricted from driving.

We then began to build the evidence. The easiest breach to prove and record was the subject driving and according to their doctor this was something the subject wasn’t fit to do.  Now unless the subject was willing to confess they were feeling better, this matter could quickly escalate to a public safety issue involving the police.  Needless to say, the threat of potential police involvement cured the subject back into mental wellness.

Although the new legislation can make things increasingly difficult in regards to the hurdles it presents, there are always ways to jump higher.


Workplace Violence in Health Care: A Whole New Level

July 24th, 2013 Comments off

The numbers below clearly illustrate the ongoing issue of workplace violence that hospital care employees deal with on a regular basis with no decline in sight.  In fact, as the population grows we are witness to further crowding in emergency rooms, which will always equate to escalated emotion.  The triage nurse is expected to determine the patient’s priority in a 2-minute visual assessment with minimal questions; and almost always their assessment is never to the satisfaction of the patient or the family of the patient.

Regardless of the patient’s social status or state of mind, the hospital will never turn anyone away. In fact, in certain situations patients will be escorted by police officers. What other industry would invite trouble chaperoned by the police?  This practice however, is diminishing as it has been decided the officer could be better utilized on the street; therefore, leaving the troubled individual for hospital staff to deal with on their own.  After all, any event in an emergency room or elsewhere in a hospital is considered to be under ‘control’.

Security officers within the healthcare industry, for the most part, are given specialized training specific to what they may encounter and the type of environment (close quarters) they will be forced to react in.  The question is; “is the training enough?”  The government is very reluctant to provide hospital security with any additional physical tools such as pepper spray, or batons.  I would argue that these additions are necessary not only to ensure the safety of the workers but everyone around them.  For example, if an irate psychotic 300lb man enters the emergency room consisting of 25 people aged 2 to 92, the situation should be dealt with in an expeditious nature.  If security is equipped with nothing more than knowledge, we risk many others getting caught in the crossfire of a long drawn out battle; not to mention the mental harm that this could cause to a child that is forced to witness the incident.  When we discuss workplace violence we think about the disgruntled employee or perhaps a conflict between two workers. This doesn’t even begin to describe the issues that the healthcare industry has to face.

The numbers below only support the argument that we should allow these capable security officers more tools to combat the overwhelming issue of workplace violence within the healthcare sector.

  • 97% of physical assaults on staff are perpetrated by patients or their family members
  • 80% of physical assaults on staff occur in patient rooms
  • 38% of physical assaults on staff occur during triage or initial assessment
  • 33% of physical assaults on staff occur while restraining or subduing patients
  • 30% of physical assaults on staff occur while performing invasive procedures
  • 23% of physical assaults on staff occur in corridors, hallways, stairs and elevators
  • 14% of physical assaults on staff occur in nursing stations
  • 1 out of 9 emergency department staff is physically assaulted every week

Source:  Emergency Nurses Association



July 22nd, 2013 1 comment

Fort Lauderdale Police




July 7, 2013


The Fort Lauderdale Police Department noticed a recent increase in vehicle burglaries at the Beach Place parking garage. The parking garage is located at 17 South State Road A1A in the City of Fort Lauderdale.

In response to this increase, members from the Criminal Investigations Division and the Special Investigations Division Technical Services Unit strategically equipped a decoy vehicle with video surveillance, an alarm, and SmartWater CSI.

Read more…

Watch the Video


Just the Facts…Would Make Joe Friday Himself Cringe

July 5th, 2013 Comments off

The issue of domestic violence is one that is now being taken more serious than ever before in the workplace.  To what can we attribute this to?  To begin, in Ontario, Canada the main catalyst for Bill 168 was a response to a domestic situation in the workplace that ended in a tragic murder.  I’m sure most of us in Ontario by now know that this all started at a Windsor hospital.  An anesthesiologist and a nurse began a relationship that quickly became not only tumultuous but quite obvious to all who surrounded the doomed couple.  Ultimately he (the anesthesiologist) ended up taking her life. This is one domestic tragedy that didn’t go unnoticed and as a result the amendment to the OHSA known as Bill 168 was implemented.


For those reading this that are not from Ontario including fellow Canadians and my American cousins, this Bill has virtually revolutionized the workplace and the types of conduct that will no longer be tolerated.  This act came into place June 15, 2010 and many are still trying to adapt to the now mandatory zero tolerance policies.  As a result of this Bill we have also seen many global organizations adapt this model as a uniform for all their locations regardless of their geographic region.


Workplace violence has now notably extended beyond the workplace and in an effort to alleviate legal liabilities in any type of ambiguous situation, we see many managers going above and beyond in terms of their duties to employees.  For example, it is not uncommon to see an HR manager or director driving an abused employee to and from a shelter while the victim awaits a resolution from the courts in order to diminish the continued domestic threat.


These are the types of startling numbers that will ultimately lead to a universal zero tolerance policy, certainly the liabilities at stake encourage a very strict zero ignorance stance.



Domestic violence in the workplace

In 25 to 50 percent of domestic violence survivors report losing a job, at least in part due to the domestic violence.

  • Victims lose almost 8 million days of paid work each year because of the violence from current or former boyfriends, husbands and dates — the equivalent of 32,000 full-time jobs and almost 5.6 million days of household productivity.
  • The annual cost of lost productivity due to domestic violence is $727.8 million, according to the Centre for Disease Control and Prevention.
  • The cost of intimate partner violence is more than $5.8 billion per year. $4.1 billion of that is for direct medical and mental health services.
  • A national survey in 2005 found 21 percent of full-time employed adults were victims of domestic violence. 
  • A study found that 75 percent of domestic violence perpetrators used workplace resources to express remorse or anger toward a victim, check up on, pressure or threaten a victim.
  • A national survey in 2007 found 61 percent of American men think employers should do more to address domestic violence. 

Sources: National Coalition Against Domestic Violence; National Partnership for Women and Families

© 2013 Idaho Press-Tribune. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.


Another workplace violence situation that is now being taken more serious as of late is the high risk termination. The terminology “high risk” is somewhat redundant since the simple fact is that every termination is high risk. Nowadays it is very common to witness a security consultant prior to or added during a termination to mitigate the risk of violence in this highly unpredictable situation. After all it’s the loud ones that turn quiet and the quiet ones that turn loud.


We recently experienced an investigation where an HR manager had conducted a termination where he was directly and audibly threatened by the employee with many witnesses.  The manager however, thought nothing of it and was sure if the threat ever became a reality he could handle himself.  That may have been true however the target of the disgruntled ex-employee wasn’t the manager, it was the manager’s vehicle; the one he shared with his wife and two young children.  One afternoon he received a call at work from his frantic wife stating that there was something clearly wrong with the SUV and was impossible to control on the highway leaving them stranded.  When roadside assistance arrived, it was quickly assessed that the lug nuts on the tires had been loosened to a very dangerous point. The tow truck driver was shocked the vehicle was able to even pull out of the driveway let alone make it onto the highway.  With the two young children in the vehicle and highway speeds, this situation could have easily ended in tragedy. This experience further illustrates the lengths a disgruntled employee will go to, especially an ex-employee.  In a high risk termination, the most dangerous part is when the person leaves the office and is no longer in view.  It is always recommended that the ex-employee be monitored.  Not until their emotions are once again under control, but until their reality sets in.



We Are Busy Again!?

May 23rd, 2013 Comments off

In numerous sectors we are witnessing an increase in the economy in terms of production; which of course directly causes further demand for labour from the manufacturing side.  In any other era or  other country this change would always mean more profit; however, what we are witnessing in this latest economy doesn’t necessarily mirror that belief or pattern; the age old adage “do more with less” is now more amplified than ever.  It seems almost everyone in any organization now requires their own personal hat rack for all the roles they are asked or forced to play.  For those that are privy to the bottom line information it is quite apparent that the margins are clearly down and in order to compete in this ‘global business office’ we are forced to make sacrifices and cut back where possible to sustain the type of growth necessary to stay competitive.

The days where we simply had to worry about our competition down the street or in the neighbouring cities are long gone.  Offshore manufacturing and technology has now become the new business model for many.  Cutting back on benefits and pensions with fewer personnel seems to be the most common survival technique in this guerilla style economy.  It’s astonishing to think that an item made 6 miles away will cost 10 times the amount as the same item made 6, 000 miles away.  This reality becomes increasingly difficult to accept for those building the goods that ultimately contribute to the finished product, for which the price remains consistent in the retail market.  After all, we’re not seeing the price of vehicles drop as the wages diminish.  The anger and continuous protest we are seeing from the unions persists to escalate as their legacy becomes infected with all their progression seemingly no longer relevant with this unprecedented global competition.  The direct obvious result is that the labour disputes continue in escalation with more negotiations being conducted with hostility and an exceptional sense of conviction as contract talks continue to go down to the wire.  This proves positive that management’s needs for further concessions in an attempt to stay competitive are simply too much for the workers to accept.

A few short months ago, the usual cold snowy Saturday morning wasn’t much of a sacrifice to the average worker and overtime seemed like a pretty good idea; certainly a logical one in terms of padding the pocket book.  But as the weather becomes increasingly pleasant, those Saturdays now fall straight in the middle of cottage plans or a possible outdoor getaway.  Suddenly that easy sacrifice receives much more resistance as quality family time now turns into ‘forced company time’.  As a result the employees deduce; with all these extra hours being added there must be a great deal of surplus in terms of finance, after all their sweat equity hasn’t diminished.  This frustration of being overworked and perceptually under paid has a number of negative bi-products associated with it such as workplace violence, company theft or sabotage, substance abuse, and of course benefit fraud in an attempt to manufacture their own subjectively deserved vacation.

This unrest in the workplace will continue until the labour market is completely assimilated to the new business model.  Whether our manufacturing jobs are emigrating overseas or we are forced into the overseas economy, this is a topic that will have to be continuously educated to our people in detail.

We have all often vacationed in these new manufacturing hotbeds; but if the current market is any indication, clearly we are now being forced to live there, only without the preferable weather.

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