Every workplace has at least some instances of employee misconduct. It can range from absenteeism or insubordination to harassment, theft or even violence. But in some organizations, it can be a significant problem.The key to managing employee misconduct is through a proactive approach. By identifying the signals that an employee is at risk for misconduct, especially violence, managers can take steps to prevent incidents before they occur. Join corporate security expert Timothy Dimoff as he outlines the red flags that could signal an employee who is at risk for violent behavior, illegal activity, or fraud and theft, and discuss how to implement effective prevention strategies to reduce the risk of employee misconduct and workplace violence.

1. Identifying High Risk Employees
Presented by Timothy Dimoff

2. Introduction
Timothy Dimoff
Timothy Dimoff, president of SACS Consulting & Investigative Services, Inc., is a
speaker, trainer and author and a leading authority on high-risk workplace and human
resource security and crime. He is a Certified Protection Professional, a certified legal
expert in corporate security procedures and training, a member of the Ohio and
International Narcotic Associations, the Ohio and National Societies for Human
Resource Managers, and the American Society for Industrial Security. He holds a B.S. in
Sociology, with an emphasis in criminology, from Denison University.
Joe Gerard
Joe Gerard is the VP of Sales & Marketing at i-Sight, a leading provider of web-based
case management software for corporate investigations. He’s worked with companies
like Dell, Coke, Allstate, BP and more than 100 others to implement improved
investigative processes that leverage best practices and case management.

3. IDENTITY
THEFT
Tools for
Success
Web Based Training

4. 5 Factors That Can Determine Long
Term Success
1. The quality of people hired
2. Physical security of the workplace
3. Thoroughly trained supervisors
4. Thoroughly written company policies, manuals and job
descriptions
5. Open communication & cooperation between departments

5. Those 5 Factors =
Positive Corporate Culture
&
Stability
And Reduce the Number of High Risk Employees

6. Public Records – Online Limitations
• Must be licensed to gain access
• Types of records vary widely from
state to state
• Searches are limited by geography
• Online records may be brief abstracts
of original records

7. Which One of These Are You
Supervising?
Antagonist:
Is rude & unpleasant to co-workers, vendors & customers
Amy Attitude:
Has a negative attitude that brings everybody down
Blameless Bob:
Always has an excuse for everything

8. Which One of These Are You
Supervising?
Early Retiree:
Has been around awhile and is beginning to
practice on-the-job retirement
Whiner:
Complains no matter what he or she is asked to do
Hand-Holder:
Needs constant supervision
Source: Skillpath

9. Who You Hire & Why You Fire
We Tend to Hire for What
Someone Has Done

10. Who You Hire & Why You Fire
And Fire for
Who They Are

11. Physical Profile
• There is no real physical profile of a high risk employee
• Dishonest employees come in all:
• Shapes
• Sizes
• Ethnic backgrounds
• Ages
• Sexes
• Religions
• Levels of education
• Economic status
You Simply Cannot
Accurately Determine Who
is a Risk Based on Their
Demographics Alone.

12. Physical Profile
• You can make reasonable assessments based on their conduct,
integrity and judgment
• A person’s past behavior often proves to be the best indicator of
future behavior
• “The past predicts the future”

13. Know What to Look For
Changing work patterns
Increased absenteeism

14. Know What to Look For
Changes in moods
Physical signs

15. Know What to Look For
Relationships with others on the job

16. Know What to Look For
Increased accidents
Substance abuse

17. Theft
The FBI has identified employee theft
as one of the fastest growing crimes in America.
• 65% theft is driven by alcohol/drug abusers
• Theft is not only against a company
but also against co-workers

18. Effects of Drugs at Work
• Someone who abuses drugs or alcohol
is 5 times more likely to be injured on
the job
• They are 40 times more likely to involve
a co-worker in their accident
According to: Bureau of Workers
Compensation

19. Effects of Drugs at Work
Drug/alcohol abusers …
•Are absent 66% more often than
their peers
•Perform at 67% of their true potential
Who picks up their slack & for how long?
According to: U.S. Bureau of Labor
Statistics

20. Situations For Which You Should
Drug Test
• Pre-employment
(Not alcohol)
• Reasonable suspicion
• Post-accident
• Return to work
• Random
(High level plan only)

21. Repercussions of Not Identifying High
Risk Employees
• Do you have any employees who
have “quit” their jobs, but keep
coming to work?
• Approximately 85% of workers
stated that they could work harder
on the job
• More than ½ of them claimed they
could double their efficiency…
“if they wanted to” Source: fedstats.gov &
offthemark

22. Questions
If you have any questions, please submit them now.
Thank you for taking the time to attend today’s webinar.
If you have any questions about the information
covered today, please contact:
1-888-722-7937
www.sacsconsulting.com
Joe Gerard
jgerard@i-sight.com
Timothy Dimoff
TADimoff@sacsconsulting.com