Food Defense or WV Incident? Judy Fadden Fadden Analytical Security - PowerPoint PPT Presentation

Does Your Employee Tree Have Bad Fruit That Could Ripen into a Food Defense or WV Incident? Judy Fadden Fadden Analytical Security

Did you Know that??? • 2MM US workers report being victims of workplace violence each year.* • WV costs to U.S. businesses $36-120B per year • USDA identified disgruntled employees as the #1 motivation for Intentional Adulteration (IA) • FDA Intentional Adulteration (IA) Rule requires employee monitoring for IA risks. • OSHA reports 1 in 7 victims of workplace murder were killed by fellow employees or personal associates. • 1 in 10 women and 1-25 men miss work due to DV

Did you Know that??? Workplace Violence Prevention Programs reduce the risk by addressing the low hanging fruit before it ripens into a Workplace Violence or Intentional Adulteration incident.

Clarification of Definitions What is Food Defense Intentional Adulteration: The FDA Defines Food Defense as: “Preventing intentional adulteration from acts intended to cause wide-scale harm to public health , including acts of terrorism targeting the food supply and includes prevention from adulteration by disgruntled workers.” What is Workplace Violence OSHA Defines Workplace Violence as: “Workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job- related deaths.” ASIS & SHRMStandards: “Behaviors that are intimidating , frightening, or threatening to employees and that generate a justifiable concern for personal safety . . . . including , direct, conditional or veiled threats, stalking, and aggressive harassment. . . . harassed, threatened, or harmed from a personal, or intimate, relationship ”

Parallels of Food Defense (IA Rule) Workplace Violence Prevention A Workplace Violence Prevention FDA IA Rule Requires a Food Defense Program Plan • Form Cross-Functional Intervention Team to develop • Form Cross-Functional Team to identify the WV policy, outline troubled employee behaviors vulnerabilities and define risk mitigation strategies* and define risk mitigation strategies and training programs • Write a FD plan to mitigate risk at identified vulnerable areas across the supply chain that • Write Overarching “Zero Tolerance” WV Policy that requires actionable process steps includes: DV/IP Violence, Bullying, Threats against workers and the company such as Intentional • Background Checks of all employees with expansive Adulteration **** checks of those assigned to actionable process steps** (FDA suggested that worker placement at • Comprehensive Background Checks (not on-line high risk process areas should be “senior trusted review criminal history,) that review the entire employees ”)*** application for discrepancies and integrity concerns • FDA requires training to identify risks and report • Train all employees to identify behavioral risks, how to concerns at all actionable process steps report concerns and properly mitigate escalation. • Monitor Employees in high risk areas . (FDA advises • Monitor workers for behavioral concerns Mitigation Strategies that identify “ credible threats to the food supply. . . require actionable intelligence”.) • Create a crisis line for reporting and a case database for tracking threats • Create a method to report and track threats, monitor and verify corrective actions • Provide EAP and DV resource information for victims • Report credible threats to appropriate authorities • Report Threats to appropriate authorities

Domestic/Intimate Partner Violence a Risk to Intentional Adulteration (IA) Incidents DV/IP Violence is based on Power and Control* • If he/she wasn’t working, she would come back to me • If he/she wasn’t working, I would still have the home, kids, car……etc. • If he/she wasn’t working, I could control the finances • If I can get her fired, she would return to me. • If I could hack the systems, I could find out what she is doing

Managing Low Hanging Fruit to Reduce Escalation • Harassing phone calls • Complaints to Managers and HR • Anonymous Safety Complaints • Intimidating Posturing Behaviors • Aggressive Bullying Behaviors • Alleged Alcohol or Drug Use • Fraudulent Incidents – credit card, supply ordering • Off-property arrests – or warrants issued on site • Social Media Threats* • Unauthorized computer Use – hacking • DV OFP – Threats to do Bodily Harm to self or others • Workplace Physical Attacks • Grievance Collector – if-then

Intentional Adulteration - Terrorism – Disgruntled Man accused of putting rat poison on goods at Whole Foods

Conclusion • WV Prevention Programs reduce risk to employees, products, the organization and brands and fosters a workplace of respect and professionalism among the employees. • WV Prevention Programs could meet the mitigation expectation and requirements within the FDA Intentional Adulteration (IA) rule. • Properly trained employees are supportive and appreciate of the program that protects the company and their future. • Food Defense (IA) risks are reduced when an overarching risk averse mindset is promoted and supported from the top down. • Benefits outweigh the cost of the program. There may even be a cost savings with reduced sick time and medical costs and may keep insurance premiums from escalating. • Liability costs are diminished with a program in place should an incident occur.

Thank You Judy Fadden Fadden Analytical Security 763-218-4800 jlfadden77@gmail.com