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Security Front
China’s building boom has resulted in a demand for copper that
has pushed copper prices to historic highs. Demand for aluminum
has grown over 20% in the last three years resulting in aluminum
prices at the highest they've been in 17 years. Prices for zinc
and nickel are also at historic highs.
High demands for copper, aluminum, steel and the like have
resulted in high payouts for scrap metal. These high prices
coupled with the increased inflationary rates and costs in
Thailand have resulted in increased incidents of metal-related
thefts throughout the country.
The re-sell value of one to two kilos of copper or aluminum is
equivalent to a full day’s work for the average laborer in
Thailand. Make that ten kilos on one haul and you have achieved
the same value as a hard laborer doing 10-12 hours a day for an
entire week.
The theft of metal pipes and wires out of construction sites is
nothing new. Authorities have long blamed it on drug addicts
looking to pay for their next fix. Now police are being
inundated with reports of metal thefts – up to ten a day in
select areas. Police who once believed thefts were teenage gang
related, now suspect the high prices for scrap metal is causing
everybody to steal it when they can. And the thefts have
expanded well beyond construction sites to established business,
occupied homes, and shopping centers.
The old adage that if it is not bolted down it will be stolen
does not apply. A few nuts and bolts does not discourage the
thieves.
Recurring metal-related thefts have included brass fire fighting
couplings, copper grounding systems, copper wiring, air
conditioners stolen for their copper coils, steel plumbing
(numerous incidents of the heavy toilet flush systems found in
public restrooms).
This increased trend of metal thefts is not unique to Thailand.
It is happening in rising numbers throughout Asia, in Europe and
England and the U.S. as well.
It can be difficult to catch the thieves. They are often
disguised as construction workers and/or wear gloves, making it
difficult to lift fingerprints.
Logic would dictate also going after those shops who are buying
the stolen metal. However this is problematic as their remains a
genuine need for this material and scrap dealers fear losing
business if they grill customers about where they got the metal.
How to Lessen the Chances of Falling Victim to Metal Thieves
Everyone needs to be alert to the increasing trend of metal
robberies and be vigilant to ensure your premises does not fall
victim to such a theft.
Areas where work is underway or containing large quantities of
metal-based products needs to be kept secure. Security lighting
around the site can also minimize the risk. Consider the use of
CCTV. Engrave your property (e.g. brass fire couplings, etc…)
with your company name or the like. Pedestrian and vehicular
entrances/ exits need to be minimized and secured. All workers
and vehicles should be searched.
Any suspicious activity should be reported to security and/or to
the police.
If an incident does occur, ensure there is a police response. If
workers or locals see you will take police action and there is a
risk of going to jail, those bent on committing these crimes
make think twice and most probably go elsewhere.
Excerpt from a previous newsletter that needs to be
re-visited
Internal Theft
Sporadically we
receive reports of thefts from our client locations. Some of the
thefts were directed at guest rooms where personal high value
items have been reported stolen; some involved staff reporting
items stolen from their personal locker in the staff locker
rooms.
In each of these instances Management was able to narrow down a
list of potential employees who may have been guilty of the
thefts. Management used tools such as CCTV or criteria such as
which staff members had keys or access to a particular area
during the timeframe the reported theft supposedly occurred.
However when Management confronted select staff, no one readily
admitted to stealing any items. It is possible that Management
truly had confronted the wrong people; however more likely is
the fact that no one is going to admit guilt based only on
suspicions – without any real tangible evidence.
Most of us in Management have or will experience a similar
situation. What I would like to offer now is an interview
process that is perhaps familiar to some. (NOTE: The word
“interview” is defined as a non-accusatory series of questions
and answers.) In this process the questions are specifically
developed for each case that elicit verbal and nonverbal
responses which serve to help identify those persons who should
be eliminated from suspicion, and those who are most likely
involved in committing the act under investigation
1. To begin with the interviewer should ask the member if they
know why they are being questioned. Regardless of guilt or
innocence the staff member should be able to provide some
information based on preliminary investigative actions
Management may have initiated such as searching the area,
receiving the complaint, etc… Information regarding such
activity often spreads quickly throughout the staff. However if
a persons claims they have no knowledge why they are being
talked to – this may be an initial signal of guilt.
2. Next, ask the staff member if they know what happened. An
innocent person will only know what is being passed around the
rumour mill amongst the staff and should readily share this
information. A guilty person will probably claim no knowledge.
Again here an absence of stated knowledge is routinely a sign of
guilt.
3. If to this point the staff member has not admitted knowledge,
briefly review what occurred without giving out too many
details. Then ask the staff member why they believe someone
would steal “______?”
Whether guilty or innocent the staff member should give an
answer to this question. Do not accept “I don’t know.” If your
staff member is guilty, the answer may reveal their motivation
for taking the item(s). Information such as: maybe the person
has a sick relative in the hospital and the bills are due,
perhaps the person is overdue on their motorbike payment, or
maybe the person has to pay tuition for their child’s schooling.
The answer to this question will play an important part in the
next process after the BAI. (Other reasons that often are the
real reason, but which you will probably not hear: to support
gambling problems, to support drug problems, or the victims are
rich and the loss of the ........ is not important to them, but
can help out the one who stole the item.)
4. Then ask the staff member who they believe could have
possibly committed the theft. An innocent person will normally
review the incident, location, and time frame against those
fellow staff members who had opportunity and access to the area
and then provide the names of those staff members to the
Interviewer. A guilty person will typically say, “I don’t know”
or “It could be anyone” as an attempt to broaden the list of
potential suspects.
5. Ask the person, “Once the investigation is complete and we
have determined who is responsible for the theft, do you think
that person should be given a second chance?” The guilty will
traditionally say “Yes.” The innocent usually will say “No.”
Innocent people do not want a thief working side by side with
them or having access to their locker rooms.
6. Lastly ask the staff member what they think should happen to
the person found guilty of the theft. Again an innocent person
does not like to be around a thief. They will typically
automatically say terminate employment and possibly suggest
filing formal charges with the police. A guilty person will
typically state “I don’t know” or refer you back to question 5
and state to give them another chance.
Please note none of the questions above are accusatory. They do
not state:
Where were you between the hours of ____ and ____?
Did you take ______?
Instead the questions are designed (as stated) to separate the
guilty from the innocent or narrow down the list of suspects.
This interview process should enable you to narrow down the list
of potential suspects. After having identified the potential
suspects, you have choices:
Provide the name of suspects to the police and allow them to
investigate Or interrogate the potential suspects your self.
Do not get wrapped around the word “interrogate.” I am not
suggesting whips and chains. The next phase is really a process
in which you
directly accuse the suspect of having committed the crime.
Bring the suspect back into the interview room. Inform the
suspect that the investigation into the theft is complete and
that you know the suspect took the ___________. (Note: Unlike
the interview process this is now very accusatory to the point
that the suspect has no doubt you believe they are responsible
for the criminal act.)
Do not tell the suspect how you know they were the person who
did it. Let them ponder that on their own. The suspect will
already know that you interviewed other staff, asked them the
same questioned noted on the preceding pages, and perhaps one or
more of their co-workers said this suspect probably did the
crime.
Accusing the suspect in this direct way is your last opportunity
to decide whether in fact this person is truly guilty before
continuing the “interrogation.” An Innocent person when directly
confronted with a statement noting they are involved in a crime
they know they did not commit will normally result in the
Innocent person getting mad, proclaiming their innocence, and
wanting to directly confront the Accuser or evidence. When a
guilty person is confronted in this manner, they will normally
not say anything, or if they say anything at all it will be a
weak proclamation that they did not do it or that you are wrong.
They will not appear mad, but perhaps a bit frustrated knowing
they have been found out.
If after accusing the suspect, you are convinced (or are pretty
sure) based on their response they are still guilty, proceed as
follows:
Do not allow the suspect to talk again unless you are sure they
are ready to confess. The “Interviewer” does all of the talking.
The interviewer needs to switch from an accusatory tone to a
sympathetic tone and attempt to shift the blame (the reasons for
committing he theft) away from the suspect onto someone else.
(Note: The suspect’s initial answer to question 3 in the
interview process may provide good motivation to use for
shifting the blame.) For example we know you only did this so
you can help your mother with her medical bills, or to repair
your motorbike so you can come to work on time, etc…. Shifting
the blame gives the suspect a “noble” and “understandable”
reason for justifying and admitting to their crime. Whether this
“saving face” reason is true or not true does not matter. For
this process you really do not care why they did the crime, you
only want their admission and the goods returned.
Again during this process if the suspect attempts to maintain
they did not do the crime, cut them off and do not let them
talk. The suspect will become quiet and focus on your words. It
is just a matter of giving the suspect an acceptable face saving
out of the situation they are in. Once they begin to accept the
motivation you provided for their crime (whether it be true or
not), the suspect will begin to make eye contact with you,
perhaps show remorse or tears, it is now when they are ready to
admit guilt. Once they do and you have the suspect in this
vulnerable state, give them a piece of paper to write down the
fact that they took the items.
Of course this process is not 100% sound, but those who use it
experience a high level of success in getting confessions and
retrieving the stolen merchandise.
***
II. ESC Star of
the Month Program. European Safety Concepts is proud to announce
its new Star Employee of the Month program. This program is
designed to recognize employees who have served ESC and its
clients in an exceptional manner. This program will commence in
July 2007.
All security officers and supervisors are eligible to be
nominated for the Star Employee of the Month. Each month ESC
will select one security officer or supervisor from each major
geographical area to recognize their exemplary service. The
winners will receive a monetary award, a framed certificate,
public recognition, and be eligible to compete for the Annual
Employee of the Year Award. .
Star Employees of the Month will be selected as follows:
1 x Pattaya
City
1 x Jomtien/N. Pattaya City
1 x Samui
1 x Hua Hin
1 x Bangkok
1 x Eastern Seaboard/Rayong
1 x Northern Region (Chiangmai & Golden Triangle)
For clients that have an ESC security force of at least six
persons, ESC Area Managers will respectfully request each of our
clients’ management team to nominate a security officer or
supervisor each month from the staff we provide to that client.
For clients with less than six security officers, the Area
Manager in consultation with the client’s management team will
determine if any one of the security officers meet criteria to
make the security officer eligible to compete for the Star of
the Month.
The nominee should be an ESC security officer or supervisor who
performs outstanding service and exhibits a positive and
supportive attitude.
At a minimum
the nominee should:
Report to work promptly.
Have not received a Written or Verbal Warning
Always be clean shaven and in proper uniform.
Never sleeps on the job.
Follows the client’s rules for employee behaviour.
Area Managers will request the Management Team nominate any
deserving employee by the last day of each month – starting with
July 2007.
The Area Manager will then weigh each nomination on the
nominated employees’ overall work performance, attitude,
demeanour, etc… The Area Manager will select a finalist for
their Area based on their scoring sheet.
Area Managers will submit their Star of the Month Recognition
sheet to ESC Headquarters.
Attachments (Added separately following the conclusion of the
newsletter)
1. Client
Nomination Form ***
ESC Star
Employee
Nomination Form
Client:
Month/Year:
I hereby nominate (name):
Nominee's Job Title:
Nominee's Employee Number:
Nominee's Location of Work:
Nominee's Supervisor:
Nomination for the following reasons:
Nominated by:
Position:
Date:
Do not write below this line
Date Received:
Received by:
As always any feedback is appreciated. Please email ESC at
secops@esc.co.th.
.
European Safety Concepts
secops@esc.co.th
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