Workplace Violence Standby and Threat Assessment
Intravaia offers plain clothes armed workplace violence standby for public and the private sector. Intravaia possesses highly trained and experienced prior law enforcement that in LE conducting extensive training, prevention, and investigations involving workplace violence. Intravaia fees are a minimum of four hours plus travel time and mileage. Intravaia will assist the employer in determining the magnitude of a potentially violent or stressful situation and providing a means of intervention to diffuse the situation. Definition of workplace violence: “any act of violence, against persons or property, threats, intimidation, harassment, or other inappropriate, disruptive behavior that causes fear for personal safety at the worksite.” Intravaia is active shooter certified and incorporate this into the workplace violence standby and threat assessment as well as WSCJTC Crisis Response De-escalation Skills I and II. 04/19/23: Intravaia completed: Homeland Security Department of Homeland Security, Office of Intelligence and Analysis: Behavioral Approach to Violence Prevention 2.0
Our approach: Journal of Threat Assessment and Management:
1. Special Issue on Cultural Responsiveness in Threat Assessment: Research on cultural competence and implicit bias within the threat assessment process.
2. Applications of the Alternative Model for Personality Disorders to Threat Assessment: Highlight cutting-edge research showcasing applications of the AMPD to threat assessment and to suggest directions for future research and application using this model.
Threat Assessment
1. The exact nature and context of the threat and/or threatening behavior;
2. The identified target (general or specific);
3. The threatener’s apparent motivation intent to carry out threat;
4. The threatener’s ability to carry out the threat;
5. The appropriate intervention that will help the thretener and protect victims; and,
6. The threatener’s background, including work history, criminal record, mental health, history, military history, and past behavior on the job.
Credibility of the Threat
LEVEL I: The threatener has the means, ability, and intent to carry through with the issued threat. (Requires immediate law enforcement intervention)
LEVEL II: While the threatener subject may possess the means, he does not possess the ability or intent to carry out the threat. (May require social services, and workplace-based intervention by designated employee the employer)
LEVEL III: The threatener does not possess the means, ability or intent to carry out the threat. (Usually requires only employer based and possible social services intervention or help of Employee Assistance Programs).
Factors that contribute to workplace violence:
Employee Factors:
Termination of employment, loss of a raise or promotion.
Personality conflicts.
Employment disciplinary action.
Family/marital problems.
Money problems.
Drug and alcohol abuse.
Stress.
Domestic violence.
Mental Health Crisis.
Types:
TYPE I involves a stranger committing a crime against the business. This is the most common cause of workplace homicide.
TYPE II is committed on an employee by a client, customer, patient, or inmate. Most Type II violence involves nonfatal assaults or verbal threats.
TYPE III is employee-on-employee violence and is the most-common source of threats and assaults.
If any of the following profile factors are observed, it should be reported to a human resource, risk management, and local law enforcement:
(1) threats of violence against others or suicide;
(2) numerous conflicts with customers, co-workers, or supervisors;
(3) intimidating or harassing behavior;
(4) bringing weapons to the workplace;
(5) statements of approval of workplace violence;
(6) statements indicating extreme desperation over marital, family, or relationship difficulties;
(7) a fanatical fascination with knives, guns, explosives, or other weapons;
(8) severe depression;
(9) hatred of government or other groups;
(10) extreme financial hardship;
(11) alcohol or drug abuse combined with other factors; and
(12) extreme changes in behavior.
OSHA sets forth a “general duty” of employers to provide employees with a “safe and healthful workplace.” OSHA’s general duty to provide a safe workplace has been the basis on which these suits have been filed, and such suits confirm the need for preventative training. Further, OSHA’s general duty has been enlarged to include an employer’s duty to “protect employees from feasibly preventable hazards” as seen within episodes of workplace violence.
Finally, tort liability claims which may arise following an incident of workplace violence include:
Negligent Hiring: Failing to properly screen employees, resulting in the hiring of someone with a history of violent and criminal acts.
Negligent Retention:
Keeping an employee after the employer becomes aware of the employee’s unsuitability and then fails to act on that knowledge.
Negligent Supervision:
Failing to provide the necessary monitoring to ensure that employees can perform their duties properly.
Negligent Entrustment:
These principles apply in workplace violence situations where an employer is entrusting an employee with a tangible piece of property.
Failure to Train:
Failing to sufficiently create awareness of potential dangers in the workplace may be a basis for liability where employers have not sufficiently created awareness of potential dangers in the workplace.