1. UNDERSTANDING TERRORISM AS A COMPONENT OF WORKPLACE VIOLENCE JOHN C. LANE JR. THE OMEGA THREAT MANAGEMENT GROUP, INC. NOV16, 2004

2. AGENDA  Defining Workplace Terrorism  Motivation  By-Products  Stalking  Response Strategy

3. 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.

4. TERRORISM CONT.  To fill or overpower with terror; terrify  To coerce by intimidation or fear

5. MOTIVATIONS  To Control Their Employment Status  To Seek Revenge  To Obtain Compliance Via Intentional Or Unintentional Creation Of Fear

6. BY-PRODUCTS OF TERRORISM  Fear, Anxiety, Physiological/ Psychological Disorders  Damage To Co-Workers  Loss of Productivity  Negative PR if Not Managed Responsibly

7. STALKING

8. WHAT IS STALKING? sWhen one person pursues another for a variety of unwanted purposes.

9. CRIMINAL STATUTE sIntentionally follows, annoys, or harasses a person sMakes “credible threat” sThreat causes person to fear for their safety

10. STALKING TYPOLOGIES

11. SIMPLE OBSESSIONAL sPrior relationship sDiscordance âLove gone sour âPerception of mistreatment sMost common typology sHigh degree of substance abuse or personality disorder sShortest in duration sVolatile

12. LOVE OBSESSIONAL sNo prior relationship sUsually known through media only sDelusional disorders common sLong duration of obsession sSuspects mostly male

13. STANDARD OF CARE  CAL OSHA Program  Prevention Team

14. CANADIAN BILL C-45  Created Criminal Code S.217.1  Effective March, 2004

15. 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”

16. WHO’S AFFECTED  Duty will apply broadly to supervisors, managers, officers and directors, lead hands inside or outside any bargaining unit

17. MOVING FORWARD  Create Enforceable Guidelines  Partner with Employers to Create New Research  Strengthen Partnerships with Law Enforcement

18. Questions JOHN C. LANE JR. THE OMEGA THREAT MANAGEMENT GROUP, INC. (310) 551-2063