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****** ******, * ****** ******** ** ******* **** *************** ***** “******** *** ********”, *** **** "** ****** ** ******* ******.” ****** *** ****** ****** ** ******** guards ******** ***** *******, * ****** ** **** **. Lucie, ***. ********* ** ******, ** **** ********** to *** ***** ******, *** *** did *** ****** ** *** ** those *******.
G4S **** ****** *** *** **** *** ********
**** ****** *** ******** ** *** at * *********** ********* ** ***** Florida *** *** ***-**** ** *** time ** *** ********.
*** ******** * ********* [**** ** ****** available] on ******, ***** ********* ** ****:
****** *** ******* ** ******** ******* screening **** ** *** ********* ** 2007 *** **-******** ** **** **** no ******* ********. ** *** **** subject ** ****** ** * *.*. law *********** ****** **** ** ******** reported ** ***.
*** *** **** ************ ****** ** 2013 *** **** ** ******** ** terror *******, *** *** *** **** enough ******** ** ****** *******.
2012 ******** ********
*** **** ***** ****** *** ***** was **** **** ****** ** ******* ********** ******** *** 2012 ********, ******* *** ** ********** ** ****** **. **** ****** significant ******, **** ********** *** **********, *********** **** their ***'* ***********.
*** Stock **** ****
** *** ***** *** *******, ***'* stock *** **** *** ****, **** ~5%.

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** ************ ******** ******, ******** *** screened ** *** ******* ***** ******* globally, ****** ** ******* ** ****** to ****** *** ****** ******** ******** negatively.
**** ** *** ****** ****** ****** case ********* * ******** ******** *******. ***** Crawford [**** ** ****** *********], **** recently ******** ** *****************, *** ******** ** ******** *** ***** ******* *** * ***** **** **** ****** *** husband **** *****.
Can ********* ****** **********?
*** *** *** *** **** ****** to **** *** ********** ****** ** terminate ** ****** ******.
***** ********* ***** ********* ***** *** far ******** ********* **** *** ****** go ** ***** ********** ********* *** guards.
** *** **, ******** ****** *** typically *** ******** ** ******* *** formal ********* ****** * **** ****** diploma. *** **** **** ** ******* salary ***** $**,*** (********* ** * **** *********). ***** ******** *** **** ** difficult *** ***** ********* ** ******* highly ********* *********, *** *** ***** the ****** ** ********* **** ****** screening ********* *** **** ** ******* reducing *** ********* ****.

Comments (42)
Undisclosed #1
Off-duty or on-duty, he was on the payroll and off his rocker...
That is what G4S should be judged on.
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Undisclosed Integrator #2
G4S is an absolute joke of a company. Here in the UK I thought the Olympics fiasco where the British army had to be drafted in to save the day would have seen a significant demise in the company but alas that was not the case.
There must be some heavily invested political interest in this company for it to be still going the way it is.
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Undisclosed Integrator #3
Unfortunately, the guard industry is really a commodity. Poor benefits and extremely low wages are the norm for the industry. Realize that most companies which employ guard companies are just looking to minimally comply with regulations that are specific to their industry. Essentially, any warm body will do. This is not exclusive to G4S but simply a sign of the commoditization of the the industry. Until the companies hiring these guard services push for higher quality at higher cost that is unlikely to change... and I doubt that will occur.
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Undisclosed Manufacturer #4
As I alluded to in another post, I think regular psychological screenings would be effective (not absolute, there are no absolutes in human behavior) in weeding out emotionally unbalanced people or have misaligned values, but that would cost money. Unless a regulation were made (get over it people, companies do not police themselves very well) to equally make all guard companies implement psych screenings, it will never happen.
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Undisclosed Integrator #5
Any accusation from a fellow employee should have been investigated, especially being a security guard. I have been investigated by a previous employer for sexual harassment that a fellow employee accused me of, anonymously. I was cleared as the complaint was baseless. In this case, the fellow employee came forward and G4S should have taken it seriously.
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Ari Erenthal
06/14/16 02:49pm
Question: does a screening method exist that would identify someone like this without giving too many false positives?
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Jack Sink
We have to recognize that all outrage, frustration and recriminations aside, the guard services industry is built upon "lowest bidder prevails" models and is not the fault of G4S or any other provider serving the typical guard services client. They screen as well as the margin allows but in this case there wasn't a preceding act by the attacker that would have compelled his employer to see him as a threat and act. One employee reporting wild talk or aggressive fantasizing by another is cause for concern but its hard for the employer to sort out the level of instability until it reveals itself in actions or performance problems.
An updated version of Hell in Dante's model might well be employment as the human resources manager for a guard services company!
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Undisclosed Manufacturer #6
How is it we hear of all these waring signs after someone kills 50 people. On an FBI watch list but he is able to purchase guns and carry one for his work??? Mind blowing!!
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Undisclosed #7
So no mention of the fact that his co-worker reported to G4S that he wanted to kill people...apparently that wasn't enough of a red flag? That flag is pretty red now...with the blood of 50 victims.
I worked closely with G4S on the product side for the past 15 years and overall they were pretty good until recently...too many top management changes...no doubt brought about by the financial bloodletting after the Olympic fiasco...so sad.
Heart goes out to those who have sustained the loss of a loved one...
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Undisclosed Integrator #8
Considering G4S is contracted with the fed govt and had him on a federal jobsite at one time or another from what I read, they are 100% liable because other employees made complaints about his behavior and insane threats... they failed to act on employee complaints and properly screen him. if it was sexual harassment, they would be liable if something happened to an employee and others were complaining.
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Undisclosed Integrator #10
At a former job in a former industry I had an employee murdered on the job, by another employee. They were romantically involved and she called it off, but while he was "off duty" he came to the building, caused a malfunction with the equipment she was operating, and when she went to check on it he shot her in the head. Needless to say I and the rest of his coworkers were shocked. "He didn't seem like the type" etc. was said a lot the next few weeks. The company was not held liable for his actions even though he came to work dressed in his uniform and displayed his employee ID to gain access to the property. We had no evidence, and believe me the local law enforcement searched, that he was unhinged in any way. We had one of his coworkers tell us after the fact that he said something to the effect of "I won't let her go" after the breakup, but there was still no physical proof he was going to go crazy. All that to say hind site is 20/20...
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John Honovich
From the NYTimes June 18th:
If this is true, this seems like a real issue for G4S. Even if it does not lead to legal liability, the risk to their reputation and to future business would be significant.
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Undisclosed #1
Another security guard terrorist, this one in uniform.
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