As a Gold Partner of the EAC and CME symposium on Workplace Safety, Health & Wellness – Claims Management, Fraud and Your Bottom Line: The Real Cost of Risk, AFI would like to invite and offer you a promo code to receive a discount.

Desmond Taljaard of AFI will also be in attendance and presenting Factors to Consider When Investigating Claims of Workplace Injuries

Please find further information here or contact aferguson@afi-international.com to have a brochure emailed to you.

To register simply click this link https://eac.cmemec.ca/mpower/event/loadevent.action?e=278 and enter promo code “afipromo” in small letters and you will receive the member price of $275 before June 1^st and $325 after June 1^st.

We look forward to seeing you there!

This is just a small example of the uphill battle employers face when dealing with injured workers and in Canada this issue continues to grow. This is yet another example of why surveillance is conducted so often in these cases and why an objective third party investigator is predominantly utilized; this type of issue becomes a substantial drain on an organization’s bottom line.

Workload and violence block injured workers from getting support
By National Union

Increased workloads are getting in the way of providing quality services, say the people who provide support to injured workers.

(20 April 2012) – Delegates at the recent Conference of Canadian Compensation Unions in Ottawa discussed how increased workloads are having a negative impact on the provision of quality services to injured workers.

Episodes of violence and bullying are another major problem. Threats of violence from the public, threats of suicide from injured workers and workplace bullying all exact a heavy toll on workers’ mental and physical well-being.

“Injured workers deserve better” says Sandra Wright, President of the Compensation Employees Union (CEU) in British Columbia, an affiliation of the National Union of Public and General Employees (NUPGE) through the B.C. Government and Service Employees’ Union (BCGEU/NUPGE).

“Workers are struggling to provide quality services under immense workloads. It’s high time employers stepped up to the plate and seriously addressed workers workload concerns,” says Wright. Read more…

Technorati Tags: Workplace Injuries and Violence, Workplace Violence

The article below is a perfect example of workplace violence at its apex in terms of severity.  What kind of signs were given before this incident occurred?  Were the signs obvious, or only obvious to those in a close proximity with the people involved?

These are the types of questions that will inherently be posed to the management team at this particular location as the investigation progresses.  Further to that, there will no doubt be extensive training on how to combat any type of repeat.  Proactively combating this type of situation is always the best course to take; however, what are some of the ways in which this can be accomplished?

When an event such as this occurs we are only left with questions; none the less, since June 15, 2010 we are also expected to come up with answers.  We are expected to have a program in place to deal with these episodes by way of a non-reactionary process.

Was the accused under stress at home, did the accused recently make a big purchase compelling them to over work themselves?  Perhaps the taboo subjects of politics, religion or even race played a part, or was it strictly a personal issue with the victim?  Had employees come forward previously making complaints of the situation that existed hoisting up the red flags?

When the result is violence to this degree we have to assume that those working peripherally with these two individuals would have seen signs in their actions or changes in their attitudes.  This type of workplace violence not only affects those directly involved, it also affects everyone in the organization.  Being witness to a crime of this magnitude will no doubt create a radiating stress throughout the location resulting in a demand for counseling as a de-escalation method for those affected.

Just as everyone is affected by workplace violence, similarly it takes everyone’s contribution to facilitate its avoidance.  A new trend that seems to be developing throughout a number of organizations is an anonymous tip line.  The majority of any non-management workforce in any business simply wishes to go unnoticed and not make any waves by coming forward with any information that could incriminate a co-worker; in fact it’s their preference to avoid the HR offices at all costs and remain “under the radar”.  A tip line where no identifier of the informant is needed has become a much more inviting method to include those that wish to enforce a harmonious work environment.

Due diligence seems to be the term that is widely thrown around much more these days when it comes to workplace violence of any level; the question is, if this was to happen in your organization could you confidently say that you did yours?

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Fight between co-workers leads to stabbing
Chris Kitching, cp24.com

One person is in custody and a second is in hospital after a stabbing involving employees at a factory in Vaughan on Thursday night.

York Regional Police said two employees got into a dispute of some kind, which led to the stabbing.

The violent incident occurred at a business on Confederation Parkway, near Dufferin Street and Langstaff Road, at about 10:30 a.m.

Read more…

Technorati Tags: Investigations, Workplace Violence

The latest trend in reality TV focuses on high risk or quirky occupations and has now turned its cameras on the cargo industry. This is depicted in a new show called “Shipping Wars”.  In the show various carriers bid on rare or unique loads using nothing more than a laptop or home computer and; as the reality portion of the genre lives up to its name, the lowest bidder gets the job.  If the drastically increased interest in this show is any indication, then we should be prepared for an increase in one man transport carriers.  The question now remains, what else are the masses learning from this show?  Quite often in these episodes as mentioned above, we are seeing the main characters bidding from their laptops anywhere they can receive a wireless signal.  They emphasize the ease of not only securing the business, but achieving this with little or no proof of who they actually are.  Now, I realize of course that if this was something that was documented it would make the show a lot less exciting; however, you can bet that there will be people using this process as a template and through various algorithms figure out ways around the legalities and authenticity of the necessary paper work. They will find numerous ways to grab the ‘low hanging fruit’ as a result; whether it’s in the shipping yard with a smile or from the highway with a weapon.

There are various proactive steps that are now being utilized to combat this growing problem; as we are all too aware reactionary measures mean we’ve already lost.

Recently a very informative seminar was held in the York Region on February 16th and the 21st which focused on cargo crime as seen through the eyes and opinions of three separate industries. The one phrase that really stood out to me in this seminar and perhaps the most accurate was spoken by York Detective Sergeant Lou Malbeuf “We are forced to do more with less.”

The seminar was primarily attended by security managers of the transportation industry, representatives from the insurance industry, private security experts and law enforcement agents.

The seminar was an eye opening illustration of the monetary losses that occur each year in relation to cargo crime and the wide scope of those affected.  Due to the success of these two seminars I’m sure we will see more education sessions on this topic being given.

Here are some of the facts that were revealed:

• The GTA is the largest cargo crime area in Canada
• Cargo crime is increasing and security plans need to be proactively refined
• 10 billion dollars in losses in North America due to cargo crime has been documented
• 5 billion dollars in Canada alone, 1 billion in the GTA
• There is evidence of employee involvement in cargo crime connected to organized crime rings
• Stolen trailers are usually found within 4 km from place of theft
• Identity fraud occurs with misuse of personal information or company and transport documentation
• Sophisticated methods use technology by manipulating documents with logos as an example
• Online everyone looks perfect but don’t take anything at face value – execute due diligence
• Only 1 out of 6 stolen trailers get reported
• Average loss is $200,000 per incident/$150,000 for an armed carrier/less than $10,000 for a bank robbery
• In 2010 the average loss was $471,200 which consisted of: 21% food and drink, 19% electronics, 11% clothing and shoes, 10% building/industrial supplies, 9% home/garden

Technorati Tags: Bank Robbery, Cargo Crime

When our mind is saying something our body doesn’t agree with there is always going to be conflict within.  It’s the classic literary man versus self and when put in a situation that illustrates this, the result is as good as any battle we would have witnessed in the coliseum.  Quite often during an investigation; whether it is in the workplace or otherwise, we will witness this anxiety in the subject as they are being questioned.  The simple fact is that anxiety is a fear of the future and the consequences it brings based on what is at stake; predominantly when somebody is being questioned it’s due to a problematic act or behaviour that the subject is well aware of, with the penalty representing the future.  In the vast majority of investigations, anything from theft to workplace violence or harassment, we already know the answers before the questions are asked; hence the golden rule in an investigation, never ask something you don’t already know the answer to.  The question is how aware are they of the information you hold?  Remaining calm and maintaining composure regardless of what the subject says or how the subject reacts is a key component as the interviewer; it’s true what they say, you do indeed get more bees with honey.  There will be many instances where the room falls silent but you can bet that the subject can only hear his racing pulse as he/she desperately tries to win the futile battle; very reminiscent of Sir Edgar Allan Poe’s “Tell Tale Heart”.

The point is that the principle behind the story is basic psychology and hasn’t altered throughout time; after all Poe wrote it in 1843.  The interview is usually the final step in an investigation and remains the most crucial.  The gathering of evidence is comparative to the practice, with the interview being the big game where all that was learned throughout is now put on display; but until all the evidence is concrete, we should never point to the fence.

When choosing who to conduct the interview it is always an advantage to have an objective third party who can befriend the subject and begin a fresh relationship.  Management in a workplace situation will be seen as the enemy due to the fact that they already know the subject’s history and therefore will support a subjective view as a result.  A stranger who has no idea of the subject’s past (or at least that is how they will perceive it) is going to garner the most effective results.  The subject will see this as a chance for a fresh start with somebody new who will clearly have an influence on the outcome.  After all in an anxious situation, who wouldn’t want a fresh start?

IMAC Online Training Academy is offering 50% off ‘Assessing and Responding to a Threat of Violence’ in the month of February.

Facebook fans of IMAC Online Training Academy will have a chance to win one of 10 $1,000 vouchers towards online courses.  To celebrate the newest HRCI approved courses, IMAC fans will have an opportunity to win the opportunity to take an entire suite of courses related to workplace violence, nonviolent confrontation management, safe terminations, crisis communications, guidelines for crossing picket lines, strike security and preparation, truck hijacking, armed robbery response…and many other courses for HR training and security training.

Click here to enter and view the contest details.

Why keep up with your continuing education?

Dr. Paula Caligiuri discusses Advancing Your Career Skills on CNN Newsroom. Dr. Caligiuri is a professor of Human Resource Management at Rutgers University School of Management and Labor Relations.

HR professionals will receive accreditation towards their SHRM designation upon completion of any of IMAC’s pre-approved online courses

Ohio-based International Management Assistance Corporation (IMAC) has achieved HRCI approval for several of the courses offered at its IMAC Online Training Academy. Human resources professionals will now receive HRCI accreditation towards their Society for Human Resource Management (SHRM) designation upon successful completion of any of these unique, professionally-relevant courses, available at http://www.imac-training.com.

The courses pre-approved by the HR Certification Institute (HRCI) have been designed expressly to further the careers of HR professionals, and include pragmatic subject matter developed by some of the industry’s top security professionals. Most popular of the accredited courses include an overview of workplace violence, nonviolent confrontation, high-risk terminations and work stoppage management.

Launched in early 2011, the IMAC Online Training Academy is unique in the practical and applicable nature of the training it provides. The IMAC security education team brings together respected experts who will instruct primarily on the realistic application of field-tested concepts and tactics to ensure students get relevant knowledge and techniques to equip them to succeed in the industry today. In addition to its more than twenty courses geared to HR professionals, the school also provides workplace violence training for security professionals and corporate executives.

“Our newly accredited courses for HR professionals are certain to provide a real career edge,” says Rob Shuster, vice president of protective services and training. “We are happy to have our very current and carefully-developed curriculum formally recognized by the HRCI, and look forward to imparting the latest industry knowledge, best practices, and training to as many eager learners as possible.”

In addition to the online courses, the HRCI has also pre-approved IMAC’s Labor Dispute and Work Stoppage Conference being held in Arizona from May 10 and 11, 2012. Registrants who attend both days will be awarded 7.5 HRCI credits towards their SHRM designation. For details and registration, please visit: http://www.imacservices.com/002/IMACArizona2012.php

Specificity is crucial when it comes to court or arbitrary proceedings; if concrete evidence doesn’t exist, it’s best to not assume the implication is there in the mind of the Trier of fact.  To answer in absolutes with a simple yes or no is the best practice.  Replies like “maybe”, or “sometimes” will only open up further questioning and possibly result in ambiguity in your testimony and directly affect the decider’s estimation.  Proceedings should focus on fact rather than semantics; however, in a game of wordplay these semantics are held in high regard.  With criminal proceedings the weight of evidence must be proven beyond a reasonable doubt, whereas in a civil litigation or workplace arbitration, evidence is measured on a balance of probabilities.

Absolutes equate to confidence in any proceeding and are seen as such by those making the decisions.  Getting all the evidence in order and paying great attention to detail prior to any proceeding is crucial and in the end can save a great deal of cost to any organization.

Recently we conducted surveillance on an individual on LTD who was claiming he was basically incapacitated in his daily routine.  Through social media investigations we concluded that this individual would be travelling out of country on vacation during the period of his claim.  We were able to obtain the flight information including the gate he would be departing.  Our investigator began surveillance on the home and followed the subject to the airport directly up to the gate.  The so-called incapacitated subject was moving about with ease, as well as carrying his luggage and a back pack.  Could it be filled with feathers?  That may be an argument the defense may execute during proceedings.  Knowing this, our investigator secured a place in line directly behind the subject and was able to capture and record the weight of both the luggage and the backpack on video.  The evidence captured in this surveillance would prove that if in fact the suitcase was filled with feathers there was 24 kg worth.

Technorati Tags: Social Media Investigations

Quite often during our investigation assignments we are tasked with production or absence issues.  They could be from in house staff or outside workers, either way production is less than par.  We may not know the details as to why the numbers are not adding up, but we do have a good idea who it is that should be doing more.  There are certain occupations that may require employees to work a somewhat alternate schedule; the reward in many cases is more time off.  In most instances the time off will fall during what most would consider the normal work week.  As the entertainment value of a Monday, or Wednesday is basically non-existent, employees might consider doing something else that could generate further income and improve their skill set.  This is where the entrepreneurial mentality begins to take form and a new ‘part-time’ business is born.  This extra hobby could quickly escalate into an income that can no longer be ignored by the employee and the focus may begin to shift in terms of where the loyalty now belongs.  The difficult issue with having a side business is taking care of the peripherals and logistics; the main one being benefits.  In a career where a schedule is less than that of the average the compensation package, it is quite often the factor that cements the retention in regards to the employee.  This is not something that anyone wants to easily give up.  So now we have the issue where the employee needs to remain at their current occupation, yet their side venture is clearly where their loyalty is now manifested.  We are then forced to ask the question; how far and how long can this juggling act be maintained before the focus shifts and which job becomes part-time?

We recently conducted surveillance on an individual who answered this very question.  With a solid pension package and benefits second to none, this individual knew that he would be well taken care of at the end of his career, yet began an additional endeavour to make the cushion a little softer.  He had started a window installing business during his off hours; however, as word spread of his new found talent, the orders for service were coming in faster than he could fill them. He was now becoming a success at his part time job.  The ‘side’ business had now become front and center in terms of his work focus.  Guess what was beginning to suffer as a result?  The management of this particular organization had now heard of this employee’s venture through several sources and now wanted verification that he wasn’t just prone to any bug that went around.  After conducting surveillance on three separate occasions (during workplace hours) it was clear that this individual had a clean bill of health.

Technorati Tags: Investigations, Surveillance