Blog – Corporate Investigations – Diversified Risk Management https://www.diversifiedriskmanagement.com Corporate And Workplace Investigations Thu, 13 Apr 2017 18:58:48 +0000 en-US hourly 1 Pain Killers and Heroin in the Workplace https://www.diversifiedriskmanagement.com/blog/pain-killers-and-heroin-in-the-workplace/ Tue, 28 Mar 2017 21:27:46 +0000 https://www.diversifiedriskmanagement.com/?p=2440 As an employer, how do you know if an employee is taking prescribed pain killers at work and may be addicted? What happens if the prescription for the medication has expired and now the employee is buying illegally obtained medication or even worse, has substituted heroin for the similar effect? In a combined years report […]

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As an employer, how do you know if an employee is taking prescribed pain killers at work and may be addicted? What happens if the prescription for the medication has expired and now the employee is buying illegally obtained medication or even worse, has substituted heroin for the similar effect?

In a combined years report from 2013 and 2014 the National Survey on Drug Use and Health (NSDUH) averaged approximately 10.7 million or so people 12 years and older misused prescription pain relievers in those years. Most of the people surveyed stated they obtained the pain killers from someone they personally had a relationship with, but others bought the drugs illegally from drug dealers or multiple doctors.

In early February several news outlets reported on hundreds of overdoses in short amounts of time from opiates; Louisville had 151 overdoses in only 4 days and a small county in Ohio had 14 people die over a weekend. By the way, people don’t usually overdose from an individual under a doctor‘s care of prescribed medication, they die from the drug itself and the addiction to that drug. With Heroin, the person is either injecting, smoking or snorting the drug and the emergency rooms throughout the country are reporting the number of deaths associated with an overdose has passed those who historically end up there by using cocaine.

Impact on Employers

Employees who are found to be addicted to opiates has two areas of concern while they are working; one is they may be in some stage of a withdrawal and the other is they are impaired and may fall asleep in their car while on a break, stare blankly into space or nod off briefly at their workspace, and worse, pass out in the restroom after use. If the employee is going through a withdrawal the symptoms are similar to an allergy with a runny nose or watery eyes, irritable, upset stomach, sweating without the heat being the cause, shaking or just appearing to have an overall bad day at work.

In most studies related to workplace employees with a substance abuse problem, the percentage of those who use while at work or are impaired at work is 10-12% of the workforce. There are some industries that are more affected than others and this may not reflect a impairment rate 100% of the time but still is a high amount of workers depending upon the size of your workforce. Most employers cover these issues of substance abuse in their company policies but you, the manager, supervisor or agent of the business still has the right to address potential behavior and performance problems affecting the business especially if it is suspected the employee may have a problem with substance abuse, even if it’s to simply ask them if they need help.

A Growing Problem

One of the significant problems with opiates is that the body, over time, builds up a tolerance to the medication and starts the attraction towards taking more of the medication to feel the same as they did when they first took the drug causing the person to become susceptible to addiction.

Another dangerous concoction is Fentanyl which has been around since the 1970’s in medical practices but is used illegally in conjunction with other illicit drugs and has been the result of contributing to over 308 deaths alone in 2016 in Delaware. It is sometimes mixed with cocaine and heroin and is 50 times more potent than heroin itself. An opiate overdose further causes the user to lose unconsciousness and eventually stops breathing. Any combination of these illicit drugs, prescribed medications and even alcohol will increase the symptoms leading to an overdose and usually an unintended death; just look to the Stars who lost their lives in the past few years.

It’s sad to think, that it can typically start with a workplace injury and a doctor’s prescription but can quickly take a fatal turn. The abuse can further become just an addiction, that if gone without an intervention can result in others suffering too and create a dangerous safety nightmare in the workplace.

 

 

 

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Marijuana Trends 2017 A Visual Guide for Employers https://www.diversifiedriskmanagement.com/blog/marijuana-trends-2017-visual-guide-employers/ Tue, 28 Mar 2017 21:26:57 +0000 https://www.diversifiedriskmanagement.com/?p=2406 Imagine you’re a supervisor, walking the production floor.  As you pass a group of employees, you overhear two young men conversing: “Yeah, we were dabbing all night, you should have come down.  I picked up some skywalker wax and my buddy brought his new vape, we were so lit.  How about you? We were at […]

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Imagine you’re a supervisor, walking the production floor.  As you pass a group of employees, you overhear two young men conversing:

“Yeah, we were dabbing all night, you should have come down.  I picked up some skywalker wax and my buddy brought his new vape, we were so lit.  How about you?

We were at my place smoking flower.  My brother had some moon rocks, we got so faded. 

Dabbing? Wax? Flower? Moon rocks?

In this article we will review current trends in marijuana use, new forms of ingesting marijuana and its active chemicals, changes in marijuana slang and paraphernalia, and provide visual examples to assist employers in keeping these items out of the workplace.  As marijuana continues to become decriminalized, more and more buying options are being offered to consumers.

Marijuana

First, old fashioned marijuana is now called “flower.”  This new slang term came about because there are now several different forms of ingesting marijuana and its active chemicals.   Usually a mixture of green, brown or orange dried, leaves, stems, and flowers, often called “buds.”

 

Edibles

Unlike smoking marijuana, where cannabinoids enter the body through the lungs, edibles introduce cannabinoids through the gastrointestinal tract.  As medical marijuana has grown in popularity, more and more buying options are being offered to consumers.  There are now marijuana-laced cookies, candies, chips, drinks, cereals, and even pizza.   In the past, the most common slang names for marijuana-laced foods were “brownies” and “space cake.”  Edibles present a unique challenge to employers, as employees can be sitting in the break room “getting high” in plain sight.   Look for labels that mention dosage levels of THC in milligrams.  Keep an eye out for look-alike brands,  like the real example below: a popular brand of chips which has been parodied for edible marijuana-laced chips.

Vaporizers/”Vapes”

Vape pens, also referred to as vaporizer pens, vapor pens or vape pen mods are tiny pen-shaped vaporizers. Originally vape pens were made to look like vaporizer cigarettes that provide nicotine to users.  Now they can be used to smoke “Wax” and “Oil.”

Vaporizer pens are typically powered by a small battery that screws onto a tank or atomizer that contains a heating coil system. The vaporizer pen is then filled up with THC-containing wax or oil and when the button is pressed, the battery engages the coil and vapor is created, which is inhaled by the user (this is referred to as “vaping”).

Cannabidiol (CBD) is one of at least 113 active cannabinoids identified in cannabis. It is a major phytocannabinoid.  CBD is considered to have a wide scope of potential medical applications – due to clinical reports showing the lack of side effects, particularly a lack of psychoactivity (as is typically associated with ∆9-THC), and non-interference with several psychomotor learning and psychological functions.

 

Cannabidiol Chain

 

Vape pens have disposable cartridges containing CBD oils, some of which are flavored.  This allows the user to purchase new cartridges without replacing the entire vaporizer.  Keep an eye open for these in the employee parking lot.

 

“Dabbing”

We will now move onto a new trend: Dabbing

“Dabbing” is a new method for smoking marijuana concentrates that involves using either a blow torch or electric nail to heat the surface of an oil “rig” pipe or bong and pressing a cannabis concentrate such as hash oil against the heated surface, thereby creating a powerful smoke.

A dab rigs looks like a glass bong but it is a specifically designed glass pipe for dabbing.  The biggest difference between a bong and a “dab rig” is the material that is smoked. A bong is used to smoke dry marijuana leaves and buds that are packed into a bowl and lit with a lighter. A dab rig is used to smoke oil, shatter, wax or other concentrates that are pressed against the bowl.  The bowl is super hot, via connection to an electric nail or by heating with a handheld butane torch, which vaporizes the concentrate on contact, before it is inhaled.

Dab rig with electric nail

 

Dab rig with butane torch

What do you “dab” in a “dab rig”?  Cannabis concentrates: oils and waxes containing THC or CBD.

“Wax”

Cannabis wax refers to the softer, opaque oils that have lost their transparency after extraction. Unlike those of transparent oils, the molecules of cannabis wax crystallize as a result of agitation. Light can’t travel through irregular molecular densities, and that refraction leaves us with a solid, non-transparent oil.  Sometimes referred to as “budder.”

 

Wax is usually sold in small clear plastic containers

 

“Oil”

Hash oil is an oleoresin obtained by extraction from marijuana and/or hashish.

 

Oils are usually packaged in folded paper because they are delicate and sticky.

“Shatter”

“Shatter” is a semi-translucent amber-colored extract.  It is called “shatter because it resembles glass when broken into pieces for use.

 

“Hash”

“Hash”, also called “hashish” is the resin collected from the flowers of the cannabis plant. The primary active substance is THC.  “Hash” has been smoked for centuries and was part of the 1960’s counter-culture in the U.S.  It is still popular and is now being mixed with marijuana and other drugs to create powerful concoctions.

 

“Kief”

The slang term “Kief’ refers to resinous trichomes of cannabis that may accumulate in containers or be sifted from loose, dry cannabis flower with a mesh screen or sieve.  Kief usually comes from using a grinder to grind up marijuana and accumulates at the bottom of the grinder, beneath a mesh screen.

 

 

“Moon Rocks”

“Moon rocks” is marijuana that is coated in hash oil and then rolled in kief , creating a very strong and potent drug.  They look like sand-coated balls or rocks.

Hopefully these images and slang terms will help you identify drug abuse in the workplace and keep these items off your property.

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“Professional Applicants” are an Emerging Threat to Businesses https://www.diversifiedriskmanagement.com/blog/professional-applicants-are-an-emerging-threat-to-businesses/ Tue, 21 Feb 2017 21:11:19 +0000 https://www.diversifiedriskmanagement.com/?p=2383 By Rory Montez and Patricia Kotze Since the economic downturn of 2007, many Americans have dealt with decreased wages, less chances for pay increases, and being asked by employers to “do more with less.” A recent report from the Federal Reserve Board of Governors indicates under-employment is rampant.  The report includes figures from the Census […]

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By Rory Montez and Patricia Kotze

Since the economic downturn of 2007, many Americans have dealt with decreased wages, less chances for pay increases, and being asked by employers to “do more with less.”

A recent report from the Federal Reserve Board of Governors indicates under-employment is rampant.  The report includes figures from the Census on the number of workers who are working less than 35 hours a week because they can’t find full-time work or because they had their hours cut.  There are 6 million Americans who wanted more work, according to the Bureau of Labor Statistics.  In an age when the part-time barista making your espresso at Starbucks has a master’s degree, many employers have been able to capitalize on the abundance of over-educated and under-employed applicants.

The job market is filled with hungry applicants looking to make ends meet and increase their income.  In 2008, legislators across the U.S. were hounded by special interest groups who demanded employers stop asking applicants about previous criminal convictions, in a movement known as “Ban the Box.”

As of 2016, 24 states have adopted legislation to “ban the box” for government job applications: California, Colorado, Connecticut, Delaware, Georgia, Hawaii, Illinois, Louisiana, Maryland, Massachusetts,  Minnesota, Missouri, Nebraska, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, Rhode Island, Tennessee, Vermont, Virginia, and Wisconsin.

In addition, some private employers like Target Corporation enacted their own hiring policy to no longer ask applicants about previous criminal history.  This has led to employers having less access to information about under-qualified applicants, an unintended consequence of trying to give a second chance to convicted criminals in a harsh, unforgiving job market.

On January 22, 2017, the new “ban the box” Los Angeles ordinance goes into effect.  Called the “Fair Chance Initiative”, the new ordinance restricts private employers in Los Angeles from asking applicants about criminal history.  Penalties and fines for violating the ordinance include $500 for the first violation, $1,000 for the second, and $2,000 for additional violations.

All of this altruism was intended to aid applicants with a fair chance at being hired.  Instead it may have opened the flood gates to a class of trouble makers: professional applicants.

What is a Professional Applicant?

A professional applicant is a person who applies for a position with a company but has no intention of sticking around to be a productive employee.  Their primary goal is finding a weakness in your business and exploiting it for financial gain.

Some examples will help clarify their insidious behavior:

  • Suing their new employer because the background check release form had 8-point font instead of 12-point font (a violation of the Fair Credit Reporting Act)
  • Filing a complaint with the Equal Employment Opportunity Commission (EEOC), alleging racial discrimination, sexual harassment, and bullying, after working for less than a week at their new job.
  • Having a history of suing their employers for the exact same issue. For example, an individual who has sued their last six employers for discrimination.
  • Using laws and policies enacted to protect specific classes for personal profit. For example, a person who has full use of their arms and legs sues their new employer for not having a wheel-chair ramp even though this issue does not personally affect them.

How to spot a Professional Applicant

Professional applicants have no intention of becoming a true team member.  As a result, they often act inappropriately at work and quickly out themselves.  Consider the following:  If a person truly values their new job and wants to make a good impression, are they likely to act in an unprofessional manner right after being hired?

Look for these warning signs:

  • Chronic tardiness and attendance issues
  • Consume a disproportionate amount of their manager/supervisor’s time as compared to other employees
  • Aggressive and hostile attitude when constructively criticized
  • Jekyll and Mr. Hyde: Appear highly motivated during initial hiring interview but soon has indifferent, lethargic attitude toward work
  • Declining performance
  • Disciplinary issues
  • Complaints about breaks and lunch time (meal breaks is a Wage and Hour issue)
  • A history of Worker’s Compensation filings[1]
  • A history of lawsuits against former employers, worker’s compensation claims, and/or complaints based on state or Federal laws such as the Family and Medical Leave Act (FMLA).

The biggest warning sign that you are dealing with a true professional applicant is they have a history of using the same attorney to file their nuisance lawsuits, irrespective of the type of lawsuit being filed.  Cody Farzad at Employers Choice Screening wrote about this exact issue six months ago:

Cory Groshek, 33, of Green Bay has applied to over 562 jobs in an 18-month span, one of which included Time Warner Cable.  His plan was to submit an employment application with an employer who would conduct an employment background check as part of the hiring process to see if any part of the FCRA has been violated.  Once he identified employers who violated the FCRA he then threatened a class action lawsuit and demanded a settlement.  Findings of filed court records show that his plan is working. Groshek has been able to extort or extract more than $230,000 in legal settlements from companies across the US.  How was he doing it?  The FCRA specifically states that when an employer procures a background check for hiring purposes they must make a “clear and conspicuous disclosure” of their intention to do so.  More importantly this disclosure must be a page in lengthy and separate from any other employment form (i.e. job application).  So far, Groshek has been able to receive relatively small settlements from about 20 companies ($5,000 – $35,000), 3 others have been sued in federal court by Groshek (those cases are currently “pending”).

Economic Harm to Business

The economic harm that a Professional Applicant can inflict ranges from legal fees to putting you out of business permanently.

In 2016, the Equal Employment Opportunity Commission (EEOC) had 114 complaints and lawsuits filed which resulted in employers paying out monetary benefits totaling over $52 million.

Other forms of economic harm that employers should be aware of include:

  • Increased insurance premiums
  • Court Fees
  • Settlement costs
  • Decreased employee morale
  • Future attempts by bottom-feeder attorneys to legally extort/“shake-down” your business to avoid a similar lawsuit

How to Avoid Hiring a Professional Applicant

When dealing with Professional Applicants, “the only winning move is not to play.”  We recommend employers utilize stringent hiring practices, including a background check that includes verification of previous employment, a civil record search to identify a propensity for litigation, and a worker’s compensation search to reveal previous claims. Once a claim has been filed with the Workers’ Compensation Appeals Board (WCAB) it will then be considered a public record.  It is key that when utilizing these searches, you comply with the ADA (Americans with Disabilities Act) and adhere[2] to state-specific privacy laws.

Next we recommend utilizing pre-employment physical examinations for industries where intensive physical work is required.  One benefit of physical exams is that employers can make reasonable accommodations for an employee, relocate the employee to a more suitable position, or reconsider their offer of employment.

Lastly, employers should utilize interviewing techniques to weed out applicants who aren’t truly interested in the job.  For example, setting the interview time for 7am sharp will help you determine if your applicant is willing to go the extra mile to be on time for the interview.  Another useful technique is to have the applicant meet with current staff.  Your current staff will be able to tell you if the applicant will be a good fit with co-workers.  Interviewers should also look for patterns in the applicant’s resume and discuss.  For example, if the applicant keeps describing his previous supervisors as “difficult”, you may have found a pattern you don’t want to repeat…

Following these steps will help management identify problem applicants before they become a problem employee.

How to Deal with a Professional Applicant

Hindsight is 20/20, but how does an employer deal with a problem employee they already hired?

  • Establish a strong attendance and tardiness policy that addresses increasing absenteeism with increasing levels of disciplinary action
  • Document each and every instance when an employee is disciplined or when a manager or co-worker makes a complaint. The quality of your documentation may make a huge difference down the line if you end up in court.  We recently had a case where an employer knew about several issues involving a supervisor.  The supervisor was well-liked by the owners so they let the issues slide time and time again.  After a decade of working together, the employee sued their employer with a host of complaints.  The employer is now trying to figure out their defense, without the aid of disciplinary notices and documentation to show the employee was no angel.
  • Use an annual performance review system to show areas that need improvement and reward positive growth
  • Train your managers to clearly communicate what is expected of employees
  • Always retain counsel from a local qualified employment law attorney. Not a criminal law attorney, not a personal injury attorney.  A qualified employment law  We cannot stress this enough.
  • Review your employee handbook and all existing policies for exploitable weaknesses.
    • Do you have any policies that are outdated?
    • Do you comply with all local, state, and federal requirements and mandates?
    • Are you familiar with:
      • The Americans with Disabilities Act of 1990, which prohibits discrimination against persons with disabilities.
      • Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, national origin and sex. It also prohibits sex discrimination on the basis of pregnancy and sexual harassment.
      • The Civil Rights Act of 1966, which prohibits discrimination based on race.
      • The Immigration Reform and Control Act of 1986, which prohibits discrimination on the basis of national origin or citizenship.
      • Equal Employment Opportunity Act of 1972, which prohibits discrimination against minorities based on poor credit ratings.
      • The Age Discrimination in Employment Act, which prohibits discrimination against individuals who are age 40 or older.
      • The Equal Pay Act of 1963, which prohibits employers from paying different wages to men and women who perform the same work under similar working conditions.

Another option available to employers to help protect themselves against nuisance lawsuits is Employment Practices Liability Insurance, or EPLI.

EPLI provides coverage to employers against claims by employees including wrongful termination, discrimination, harassment, and other employment-related issues.  Most large businesses are aware of EPLI and have coverage.  But many small and mid-sized clients of ours who have never had to deal with an employee lawsuit are surprised to learn EPLI exists and wished they had coverage!  It should be noted that EPLI can be a double-edged sword; professional applicants may target large employers specifically because they assume the employer has “deep pockets” if they can afford EPLI coverage.  For these reasons, it is best to consult with your attorney and your insurance carrier to find the coverage that suits your business best.

By proactively using creative interviewing techniques, following state and federal laws, having a strong attendance policy with increasing levels of discipline, documenting all complaints, using a qualified employment law attorney, and considering the benefits of EPLI, you can help your business avoid dealing with Professional Applicants.

 

Legal Disclaimer

The information provided and discussed in this article is for informational purposes only, not for the purpose of providing legal advice, and should not be relied upon as legal advice.  Labor and employment law is a dynamic field, and laws vary from state to state. You should contact your employment law attorney to obtain advice with respect to any particular issues or problems.

Notes

[1] The Americans with Disabilities Act (ADA), as well as numerous state laws protect job seekers from discrimination in hiring as a result of filing valid claims.  It is discriminatory to penalize a person who has exercised a lawful right in a lawful way and filed a valid claim.  Employers are advised to contact their attorney before seeking to obtain workers’ compensation records or make a hiring decision.

[2] Employers are advised to contact their attorney before seeking to obtain workers’ compensation records or make a hiring decision based on worker’s compensation records.  The Americans with Disabilities Act (ADA), as well as numerous state laws protect job seekers from discrimination in hiring as a result of filing valid claims.

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Reduce Risk and Ensure Employee Safety with a Security Survey https://www.diversifiedriskmanagement.com/blog/reduce-risk-ensure-employee-safety-security-survey/ Wed, 01 Jun 2016 15:06:55 +0000 https://www.diversifiedriskmanagement.com/?p=2162 For most business owners, their biggest concern is employee theft and potential litigation. Both of these have the potential for shutting down a successful business if and when an incident occurs.   Nothing is more important in reducing risks of theft, injury, and minimizing liability and in order to do that, you must control access to […]

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For most business owners, their biggest concern is employee theft and potential litigation. Both of these have the potential for shutting down a successful business if and when an incident occurs.   Nothing is more important in reducing risks of theft, injury, and minimizing liability and in order to do that, you must control access to your business. Whether it’s a warehouse, office, or manufacturing facility, a savvy business owner needs to understand exactly what the strengths and weaknesses of their physical surroundings are and how to avoid potential problems. For example, business owners need to know exactly which employees have access to certain doors, windows, the security system and keys.

Start by dividing your staff into different groups. Executive and management employees, vendors, service company employees, shipping and receiving personnel, and customers or guests should all have different levels of access to various parts of your facility.

At Diversified Risk Management, we are familiar with a host of issues that affect employers. We offer a service to aid employers in identifying their weak points and helping them shore up before a crafty employee or thief notices vulnerabilities. Our professional security survey and vulnerability reports can help you reduce theft, increase safety and security and make your employees feel that their workplace is safe and secure. Contact us today to learn more and get a quote.

 

 

 

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Poor Communication Creates Inefficient Employees https://www.diversifiedriskmanagement.com/blog/poor-communication-creates-inefficient-employees/ Fri, 26 Feb 2016 21:09:09 +0000 https://www.diversifiedriskmanagement.com/?p=2129 A recent study on workplace productivity found that employees spend nearly half of their time of any given workday on unproductive tasks.  For small and mid-size business owners, the loss of worker productivity can amount to almost a million dollars a year. In a study conducted by Webtorials, it was noted that employees waste a significant portion […]

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A recent study on workplace productivity found that employees spend nearly half of their time of any given workday on unproductive tasks.  For small and mid-size business owners, the loss of worker productivity can amount to almost a million dollars a year.

In a study conducted by Webtorials, it was noted that employees waste a significant portion of time dealing with ineffective communication.

For example, forwarding e-mails and phone numbers back in forth to confirm a specific message or fax was received can represent almost 14% of an employee’s workday.

In addition, tedious tasks like scheduling meetings and dealing with unsolicited calls eat away at employee productivity by forcing over-qualified employees to handle such trivial issues.  Worker productivity can have a major impact on the growth and sustainability of a business, so addressing this issue is of key importance.

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Accusations of Sexual Harassment in Sketch Comedy https://www.diversifiedriskmanagement.com/blog/accusations-of-sexual-harassment-in-sketch-comedy/ Fri, 29 Jan 2016 21:38:55 +0000 https://www.diversifiedriskmanagement.com/?p=2119 Chicago, Illinois is renowned for its sketch comedy scene, and has spawned comedians such as Bill Murray, John Belushi and Tina Fey. Now IO Theater, one of the largest Improv Comedy Schools is reeling from accusations of sexual harassment by female performers. Incidents of unwanted sexual advances by men in positions of authority have been […]

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Chicago, Illinois is renowned for its sketch comedy scene, and has spawned comedians such as Bill Murray, John Belushi and Tina Fey. Now IO Theater, one of the largest Improv Comedy Schools is reeling from accusations of sexual harassment by female performers.

Incidents of unwanted sexual advances by men in positions of authority have been made by performers such as Julia Weiss, Belinda Woolfson and Beth Stelling.  These women have come forward to discuss how directors have asked them out on dates and if they do not respond favorable, the director would take their acting parts.  In addition, incidents of unwanted physical contact, such as “jokingly” rubbing their faces in a female’s breasts are common.

IO Theater has reacted to these concerns by seeking to find third party Human Resources training to educate performers and employees on what constitutes acceptable and unacceptable behavior.

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 The Rise of Doxing https://www.diversifiedriskmanagement.com/blog/%ef%bb%bfthe-rise-of-doxing/ Fri, 15 Jan 2016 21:15:37 +0000 https://www.diversifiedriskmanagement.com/?p=2114   Imagine one day you wake up and find out all of your accounts have been hacked.  Your identity has been stolen. Your credit ruined.  All of your most private information – your Social Security number, criminal history, home address and phone number, even your children’s names and ages – has been published online for […]

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Imagine one day you wake up and find out all of your accounts have been hacked.  Your identity has been stolen. Your credit ruined.  All of your most private information – your Social Security number, criminal history, home address and phone number, even your children’s names and ages – has been published online for the whole world to see. That is doxing.

This chilling trend by seasoned and amateur hackers is on the rise.  In 2011, hacker collective “Anonymous” doxed 7,000 law enforcement officers, releasing their private information onto the Internet as revenge for investigations into Anonymous’ hacking activities.

U.S. Law enforcement agencies and the military use similar techniques to find the true identities of cyber criminals.  However, this is done for the purpose of catching criminals and preventing terrorism.  Most individuals involved in doxing are pursuing their own version of justice. For example, in 2014, Anonymous began doxing members of the Ku Klux Klan and releasing their identities in an effort to intimidate KKK members.

Last year terrorist organization ISIS doxed 100 U.S. military members with the goal of giving the information to stateside ISIS supporters.  The goal: to have ISIS supporters kill the servicemen.  Information posted included their names, photos and home addresses.

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How to Avoid Workplace Violence https://www.diversifiedriskmanagement.com/blog/how-to-avoid-workplace-violence/ Thu, 17 Dec 2015 00:16:09 +0000 https://www.diversifiedriskmanagement.com/?p=2091   Threats of terrorist acts and mass shootings are occurring at an alarming rate.  Employers are being forced to think about the safety and security of their employees like never before.  With that in mind, we have assembled some useful tips for protecting your business and employees.   Know your Industry Some industries are inherently […]

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Threats of terrorist acts and mass shootings are occurring at an alarming rate.  Employers are being forced to think about the safety and security of their employees like never before.  With that in mind, we have assembled some useful tips for protecting your business and employees.

 

Know your Industry

Some industries are inherently more to workplace violence than others.  For example, jobs that require little human interaction and do not require employees to deal with cash are generally safer than jobs that require daily interaction with customers or involve cash transactions.

 

Invest in Security

The upfront cost of installing a video surveillance system or a metal detector pales in comparison to the cost of going to court to defend your business against claims of negligence or wrongful death.  Consider the value of perimeter fencing, security guard services and access control to keep your business from unnecessary legal exposure.

 

Stay Ahead of the Curve

Consider the value of a security survey.  A security survey is a thorough physical examination of a facility and/or its operation with respect to personnel and company assets.  Identify vulnerabilities and receive recommendations on how these vulnerabilities may be minimized or eliminated.

 

 

 

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How to Increase your Chances of Surviving a Mass Shooting https://www.diversifiedriskmanagement.com/blog/how-to-increase-your-chances-of-surviving-a-mass-shooting/ Fri, 04 Dec 2015 23:44:14 +0000 https://www.diversifiedriskmanagement.com/?p=2086 With the recent San Bernardino mass shooting at a holiday work party, we felt it would be prudent to discuss some recommendations if you put into such a terrible situation.   With the holiday work party season kicking into full gear, people are fearful of similar incidents. Flee: If possible, clear the building as soon as […]

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With the recent San Bernardino mass shooting at a holiday work party, we felt it would be prudent to discuss some recommendations if you put into such a terrible situation.   With the holiday work party season kicking into full gear, people are fearful of similar incidents.

Flee: If possible, clear the building as soon as possible.  Know where exits are located.

Hide: Find a hiding place where you are out of view and stay put

Fight: If you are unable to hide or flee the area, and it is truly a life-or-death situation, you may be forced to fight for your life.  Learn unarmed self-defense.  Some states allow open-carry firearms, while others completely ban carrying weapons, concealed or not.  Research your states’ laws to better understand your rights when you are being attacked.

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Hacker Collective ‘Anonymous’ Sets its sights on ISIS https://www.diversifiedriskmanagement.com/blog/hacker-collective-anonymous-sets-its-sights-on-isis/ Wed, 25 Nov 2015 18:35:11 +0000 https://www.diversifiedriskmanagement.com/?p=2084 ISIS, the terrorist group responsible for the deadly Paris attack last week has a new enemy: the hacker collective ‘Anonymous’, known for their DDoS attacks and for doxing their enemies. Their current method of working against ISIS is to identify and take down twitter accounts used by ISIS and its supporters, in an attempt to […]

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ISIS, the terrorist group responsible for the deadly Paris attack last week has a new enemy: the hacker collective ‘Anonymous’, known for their DDoS attacks and for doxing their enemies.

Their current method of working against ISIS is to identify and take down twitter accounts used by ISIS and its supporters, in an attempt to hurt ISIS internal communications.

After the Paris attacks, 5,500 twitter profiles were taken down, with Anonymous and other hackers claiming responsibility.   Working against ISIS has been involved less hacking and more mapping, with hackers working to map ISIS’ social media usage, identify handles and report them to twitter.

This cat-and-mouse game will continue as ISIS moves its communications off of twitter and onto encrypted message applications like Telegram.

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