Kingston shooting: Workplace violence difficult to predict, experts say

KINGSTON >> Workplace violence isn’t easy to predict, nor are there typical, “blatant red flags” indicating it’s about to unfold, area professionals say.

In fact, those who commit crimes in the workplace usually don’t fit a certain profile, according to Rosalyn Magidson, executive director of the Dispute Resolution Center, which serves Ulster, Orange, Sullivan and Putnam counties.

“As far as recognizing who potentially could be a perpetrator, that’s very, very difficult,” Magidson said. “Often, they don’t have a prior record and can seem quiet and retiring.”

The issue of workplace violence was thrust into the local spotlight by a fatal shooting Monday morning at the New York City Department of Environmental Protection office on Smith Avenue in Kingston. David N. Reese, 53, of Gilboa, is accused of killing co-worker Aron J. Thomas, 33, of Olivebridge with a handgun about 6:45 a.m. in the department’s Smith Avenue building. Reese has been charged with second-degree murder and is being held in the Ulster County Jail without bail.

Ulster County District Attorney Holley Carnright has been tight-lipped about the motive for the killing and has declined to comment about the relationship between the suspect and victim and whether there was an ongoing dispute between them.

Regardless, people have been impacted by the shooting and anxieties have been raised, said Ellen Pendegar, chief executive officer at the Mental Health Association in Ulster County.

“This has been very upsetting for our whole community to go through this,” she said. “We all come to work each day with the stresses of our personal lives, so you just don’t know. Workplace violence is real, and these situations should be brought to people’s attention.

“We should be alert and ready, willing and able to speak to someone,” Pendegar said. “It’s almost like New York City. If you see something, say or do something.”

Though Monday’s shooting in Kingston may be shocking to those living in the area, experts say incidents of workplace violence frequently grip the nation.

According to the Bureau of Labor Statistics, from 2006 to 2010, an average of 551 people per year were killed in work-related homicides in the U.S.

In 2010, the agency reported a total of 518 workplace homicides, or 11 percent of all fatal work injuries that occurred that year.

Magidson said while it’s impossible to predict the unthinkable, there are some factors that could lead to explosive behavior.

“It could be someone who’s unhappy, disgruntled or believing the company or the supervisor doesn’t treat them fairly. That is their perception,” she said. “Sometimes it’s because of a bully in the ranks or a group of bullies. Sometimes it’s a big change in the way work is done that creates not only anxiety but dissatisfaction and anger.”

On top of that, the unhappy employee may be dealing with a personal issue like the death of a loved one, divorce or financial difficulty, she said.

“Certainly, loss of a job has been a factor many times and being passed over for a position. All these things can contribute,” Magidson said.

Other times, it is a dispute between employees that grows over time and, if left untreated, could erupt, she said.

“Underneath, there’s something else. Either they’re feeling disrespected, feeling passed over or misunderstood. The presenting issues are very often just the tip of that iceberg,” Magidson said.

She said this is a good time for companies to reevaluate their workplace conflict policies.

“The best approach is a zero-tolerance policy for the organization, and training for the employees, including communication, conflict resolution training and how to deal with difficult individuals,” she said.

The Dispute Resolution Center makes that possible in its four-county service area, including mediation programs for managers right up to the chief executive officers.

Magidson said the goal is to “promote the peaceful resolution of conflict” by providing services, education, training and consultation.

The center also offers an anger management program for employees who have “short tempers” or “poor impulse control” and “say what’s on their minds.”

“They may be a very valuable part of the team, but they’re creating a toxic work environment,” she said.

Overall, the goal should be to keep the lines of communication open, Magidson said.

“This is why there has to be a very clear policy in place – zero tolerance that everyone needs to know about, and they have to be trained how to speak up, and they have to know that wherever they go to make these assertions, that it’s confidential and the person who’s going to handle it has the skill and ability to research and manage it,” she said.

Department of Environmental Protection officials say the agency has a violence-prevention program, which was updated in 2012.

As part of that, Commissioner Carter H. Strickland noted in a policy statement that year, the department “will also provide information and training on reducing the risks of assaults and acts of aggression in the workplace.”

Pendegar said that should be the objective of every company.

“We need to have a culture where if you don’t feel comfortable talking to your supervisor, there are other people in the organization that you can speak with – another supervisor, an administrator, an HR (human resources) representative. It doesn’t have to be handled just by your direct supervisor,” she said.