When your partner goes BAD !!

[NRM_Oz]

Now I don't mean like SHAFT or DIRTY HARRY but I mean when your partner or work colleague goes from good to bad through dishonesty, etc. I have had a few people in places of trust including LP Staff and even a company 2IC who was found out when he did not delete pictures off a camera he had taken from a Shrinkage destruction detail at work.

What have been your experiences and what have you had to face along the way ?

Another idiot (Tony) bragged about being next site supervisor often and I noticed he was now driving a diesel truck to work despite using a motorbike after complaining of the $$$ of travelling 3 hours a day (1998). On a few nights we worked he used his truck to `run it in` during a few site patrols and during a keys audit 1 night, I found the fuel depot key missing. Tony was stealing fuel by speeding down to the fuel dump, filling up his truck (high flow) and coming back without suspicion. He was also filling up jerry cans when he could knowing the gravity fed filler tanks had 200 gallons inside them before the pump kicked in. CCTV recorded this and all night shift staff were underinvestigation until he was caught doing this every night shift. I recall he stole 2000+ gallons of diesel and in today's $$$ would be $11k US over 4 months.

[Lawson]

This wasnt a partner for the most part ( I worked with him a few nights, but not more than that.)

One night I was working in a warehouse as the lobby S/O... I was talking to the gatehouse S/O over the phone and he was telling me about how this other S/O is always using the internet (which we were only allowed to do with permission from the S/S.)

So I go into the cookies figuring he only visited a site or two and I found TONS of stuff...

Everything from him visiting adult webpages, satanic cult pages, and then found a bunch of google searches which looked peculiar together...

"How to make a homemade bomb"
"How to silence a rifle"
"How to make a dirty bomb"
"Washington Convention Center"
"Tacoma Dome Layout"

I pulled up the properties from a few of the cookies and it showed that they were visited only on the dates and times that he was working. The gatehouse did the same at his terminal and got the same results.

I reported it to the S/S who in turn reported it to local police which lead to an ATF investigation. I dont really know what happened with that. Ultimately I think they said there were over 5,000 pages of websites visited that were "peculiar"....

[NRM_Oz]

Ummmmmmmmmmm BHR ........ that is some scarey Ka-Kah there !!

I had an idiot who chatted on a work PC at night and I was called in for a relief shift. He did not know me very well and when he was directed to begin patrols he got nasty until I pulled our my ranks slides and told him to move his carcass NOW ! He grumbled about something and walked off. It was a 1 off shift and 3 days later I am at head office speaking with cops, Ops mgr, state mgr and owner. Seems Chatty had been chasing underage girls to meet and was busted through the work IP address. He was charged but I don't know the outcome as I resigned to take on 1 job only.

[Badge714]

When I worked for another company, we had a guard who worked at a place that made microwave popcorn. The guard would go into the mail room and send cases of popcorn to his relatives all over the country via UPS. This wasn't noticed right away since the company sent many cases of popcorn to various places as samples. What did him in was he forgot to include one of his relatives on his mailing list , so the relative was insulted and finked on the guard!

To my surprise and dismay, the company didn't fire the guard, either. They reimbursed the popcorn company, and transferred him to another post. Although they denied it, I think it was just to get their money back from the guard via payroll deduction. Management didn't laugh when I said "just don't give him a key to the mail room!" Those guys had no sense of humor.

[Aussie-SO]

A company who had the contract to my work site prior to us had some fairly unruly types supposedly protecting the center.

These guys spent nights in the management office with underage girls, stole money from the spare cash tin and just to top it off, used the spare keys to shops in the center and entered these shops, helping themselves to anything that caught their eye.

I do have to be grateful to them though, as I now work within 400 meters of my home, where once I had to travel.

[jer6141]

I worked at a dept where our captain was more interested in internal affairs then doing anything else. For a time we didnt have camera's, and using our own vehicle was strictly forbidden. He would follow officers i nhis car, go plain clothes, and his house could see our property and our high call area, so he'd even sit up with night vision and binoculars to watch us, monitoring the radio. Once we got camera's, it was his favorite thing, and ot got so bad that they made an order that only the dispatcher can be in the room, and installed a camera to watch dispatch. One day I was on foot interior patrol and sent out for a routine restroom check. Half way there, it was upgraded to meet a complainant for unknown trouble at the same restroom. I got there, got the story and found out a sexual predator was there and actually watching me talk to this lady and her kids. I called out and he and a sgt who was also dropping calls, tore out the office, the captain to dispatch, the sgt to go out on foot. Ultimately me and another patrol officer working outside found him. Our director had to be called since it was high profile, and I could hear him screaming over the phone over traffic and airport noise from 20 ft away. The captain and sgt later refused to let me return to the office to write my report, so once my end of shift came, I went in and did it anyway which took about 2 hours, killing my plans for the night. Next morning I had dispatch, the director, property managers and someone from the city came in, read the report I turned in, and had my pull up the tape and transmissions. When they read the report, it wasnt mine! The captain and sgt doctored it to go along with there accounts and cover them. It got me put on desk for a week while they figured it out, and then the captain played with more of my reports and got me fired.. Horrible guy to work for I hated it.

[Maelstrom]

Just curious... Incident/site logbook pages are supposed to be numerically labelled aren't they? how'd they account for the missing incident log page?

FWIW I photocopy (and keep) my major incident log entries for later reference

[CAPTAIN KOOLAID]

When your partner goes BAD !!

I worked at a dept where our captain was more interested in internal affairs then doing anything else. For a time we didnt have camera's, and using our own vehicle was strictly forbidden. He would follow officers i nhis car, go plain clothes, and his house could see our property and our high call area, so he'd even sit up with night vision and binoculars to watch us, monitoring the radio. Once we got camera's, it was his favorite thing, and ot got so bad that they made an order that only the dispatcher can be in the room, and installed a camera to watch dispatch. One day I was on foot interior patrol and sent out for a routine restroom check. Half way there, it was upgraded to meet a complainant for unknown trouble at the same restroom. I got there, got the story and found out a sexual predator was there and actually watching me talk to this lady and her kids. I called out and he and a sgt who was also dropping calls, tore out the office, the captain to dispatch, the sgt to go out on foot. Ultimately me and another patrol officer working outside found him. Our director had to be called since it was high profile, and I could hear him screaming over the phone over traffic and airport noise from 20 ft away. The captain and sgt later refused to let me return to the office to write my report, so once my end of shift came, I went in and did it anyway which took about 2 hours, killing my plans for the night. Next morning I had dispatch, the director, property managers and someone from the city came in, read the report I turned in, and had my pull up the tape and transmissions. When they read the report, it wasnt mine! The captain and sgt doctored it to go along with there accounts and cover them. It got me put on desk for a week while they figured it out, and then the captain played with more of my reports and got me fired.. Horrible guy to work for I hated it.

Here is a tip for ya I had that happen to me once.
Get a void ,copy ,original and a confidential stamp.
I stamp all my IR and keep the the original for my files.

[NRM_Oz]

I had a co-manager who was incompetent. He was jealous of my background having lied on his resume to get his position and used friends as his referees to cover his low level career. I go on 2 weeks leave and come back to find many of my emails missing for 2 weeks with him telling me (I kept the important stuff). I find them in the trash can which includes a few letters of congratulations from customers and execs in relation to a 20 person 1st aid call where some kids switched off a downward escalator injuring those using the escalator. I was furious but I knew it was what was expected of him and was the final straw in our strained working relationship.

[Badge714]

Next morning I had dispatch, the director, property managers and someone from the city came in, read the report I turned in, and had my pull up the tape and transmissions. When they read the report, it wasnt mine! The captain and sgt doctored it to go along with there accounts and cover them. It got me put on desk for a week while they figured it out, and then the captain played with more of my reports and got me fired.. Horrible guy to work for I hated it.

That's why whenever I write reports on incidents that may come back to haunt me, I keep a copy. I have had incidents in the past where I had written a report that reflected negatively on a client or employer, and those are more likely to disappear. In two incidents, both the client and the company "misplaced" my reports and then claimed that I didn't write one! (my employer went as far to write me a letter of reprimand, saying that they were "shocked that an officer with your experience would fail to write a report when someone was injured in a fall!") You should have seen the looks on their faces when I said. "Well, it's a good thing I kept a copy then, isn't it?"
Funny thing though, was how my originals mysteriously "popped up" like FBI files in Hillary's bedroom after they learned about my copies!
If you had a copy of the original reports that your boss altered, you may have had a wrongful discharge suit against your employer.

[Squidly]

letter to my managemant,
Dear Sirs/ Madams
We are writing in relation to the lack of management and direction which has been happening within the Security Department at RDH.
Firstly, with the management within the RDH Security department, we have a manager (Phillip) who has been in the position now for well over twelve months. On taking the position the manager had nominal hospital security experience. Though he was given support from senior managers and from security staff on the proviso of his credentials and promises, it has come to no avail. Since his appointment the esteemed name of the security department has turned for the worse. Since his appointment the following has occurred and still happening

1. direct appointment of unsuitable/unqualified personnel
2. loss of communication to staff
3. bias all decisions
4. creation of segregation within the unit with sanction of the union
5. inability to write directive/s procedures for the department on new directives or procedures he has created
6. inability to sustain a workable roster
7. mis-management of corporate records
8. un-willingness to learn from peers/staff
9. unable to work within budget
10. sanctioning inappropriate behaviour from staff
11. Non-conformity with security / hospital guidelines
12. appointment of 2IC


Elaborating further to these points.

Point 1 Direct appointment of unsuitable/unqualified personnel
– there has been eight direct appointment of casual / contract / permanent staff since the manager’s appointment and after the security officer’s re-GESing / interviews. Five of these appointments have NOT met the selection criteria for a security officer at RDH. The personnel appointed have not met that criteria, ranging from literacy and written skills to basic computer knowledge. Further to this, five of these appointments have been current or previous employees of Skycity Casino, where the manager has previously worked.

Point 2 Loss of communication to staff
– On appointment the manager, he stated that it was imperative that the unit had a good communication base and would be regular meetings. Since appointment and still to now there has not been a meeting. When the manager has been asked a question it has been ignored or responded with aggression. Several Officers have asked for a meeting but it had been ignored. After a complaint from by SO Werts, a resolution was put forward by the A/Operations manager (Delma) and HR (Callum) that a general meeting had to take place. I submitted several agendas for a meeting and on all occasions the agenda was placed for the staff to comment and on all occasions the agendas was removed, and hence no comments were not received, nor has the meeting not occurred.

Point 3 Bias all decisions
– There have been numerous occasions when a staff member has been grilled on a trivial issue/s and another staff member does a simular incident and the issue does not get a mention. Also in relation to the current EBA, the proposal was disagreed upon but it was still pushed through too the OCPE by the Union delegate and manager.


Point 4 Creation of segregation within the unit with sanction of the union
– As already stated above, segregation has been created from Union delegate (Peter McConnell) and sanctioned from the manager. As it stands at the moment there is the boss’s inner sanctum, the union members, and the senior members of the unit. The union members will chat to the inner sanctum and vice versa but either will not say anything to the senior members. This point stems back to point 2.

Point 5 Inability to write directive/s procedures for the department on new directives or procedures he has created
– The manager is keen to refer to policy and procedures but the references which he refers do not exist or it has only been a ‘verbal’ order. The only procedure since his appointment is a ‘returned card’ procedure. This procedure was written on the side of a cardboard box. It is also common practice for some Officers now to demand nursing and medical staff as to why they been called to an incident/job. There are certain situations where Officers would not standby of a ‘job’ because the patient is not ‘sectioned’ (under the Mental Health Act). If the word of a doctor or nurse won’t be enough, because that doctor or nurse has concerns with the patient/other visitors/other staff/their own safety, is wrong. Security primary role is to protect staff, property, and patient/visitors to the hospital.

Point 6 Inability to sustain a workable roster
– Since the managers appointment he has been unable to successfully maintain a workable roster. There have been regular shifts that have been missed, PDO’s dropped, mixed rosters, being different from the master and what is printed in Onestaff, and have two staff on Door Shift (sit in the office after hours) and then call in supernumerary staff to cover roster shortfalls. Also the roster and shift times have been changed and it has been to the decrement to the officers down time.

Point 7 Mis-management of corporate records
– As briefed upon in point 2, SO Werts discovered that the security’s main reporting program, ‘Incident Reporting Database’ had been comprised. This was solely the actions of the A/Security Manager/ 2IC (Peter). He had deleted key components of the database and hence 7 years of information had been tampered/corrupted. After making a complaint SO Werts was told it was OK because there were hardcopies of the information. It is fact, that there are not copies for all incidents but the A/Operations Manager accepted hearsay that there was.

Point 8 Un-willingness to learn from peers/staff
– SO Werts and many other Officers have a considerable knowledge of both operational and administrative skills within the security office. Most of us have worked under up to 6 managers now, and for most of those, they have relied and utilised on our experience to further their skills and for the betterment of the unit. The current manager has chosen not to utilise his resources to aid him in his day-to-day work/job. Also refer to points 5, 6, 7, and 11.

Point 9 Unable to work within budget
– Further to what was stated in point 8, there has been numerous occasions where experienced Officers have intervened to assist the manager or assist contractors to preform tasks. A couple of examples, one specialist key cutting, for security safety boxes, security were quoted $ 70.00 a key from a contractor to cut these keys (3 keys), on being told, these were cut in-house with security equipment, successfully. Another was adding a template to the Acceptnet system; contractor was called in to add the template but did not know how to do it. The contractor if he was ok and he admitted that he was unsure how to do the task. With his access the task was performed in minutes. Security still was charged by the contractor to do a job that could have also been done in-house.


Point 10 Sanctioning inappropriate behaviour from staff
– Further to point 3, actions by some members of the security unit has been sanctioned/ignored by the manager. For example, Graffiti on the security office walls, Ok’ing the threat to assault a member of the public, actual assault of a member of the public, dragging semi-conscious/intoxicated person by the arms from Self Care over gravel, bitumen, grass and concrete, alleged rape by a security officer, inappropriate behaviour by security officer with history, with a known patient, for starters.

Point 11 Non-conformity with security / hospital guidelines
– It is now common practices to ad-lib practices with are in breach of hospital and government guidelines. This steams from patient property through to recordkeeping (refer to point 7). Regular audits of patient property have not been maintained. Further more new staff are not been introduced to the security instruction manual, are not mentored by senior staff on the operational and administrative aspects of the hospital and the unit, not attending mandatory training sessions etc.

Point 12 Appointment of 2IC
– The appointment of the second in charge (2IC), a former colleague, mate and confidant. He is also a union delegate, hence a conflict of interest. This appointment was also sanctioned by the Operations Manager (Allan). This 2IC had only been in the department for several months to he was elevated to the position of union delegate and shortly after to 2IC. This person had no hospital experience and after his appointments he had great difficulty on performing his duties. For example called to the 8th floor to isolate a VESDA zone and he did not know where the fire panel was? Also refer to points 1, 2, 3, 4, 7, 10, and 11.


RDH Security is the frontline and often the first port of call for many people on a daily basis. We are also direct representatives of the management (their face) at the hospital. Basically the actions of security could directly or in-directly effect the management based on the Officers actions. What is happening within the security unit now, we are certain is not how the management of the hospital would like to been seen. The points listed and touched on above is only the starters on what has been happening within the unit. We the undersigned who in the past took pride in our work, the hospital, and the rapport that we had, now are embarrassed on what has been happening. As it stands at the moment, some of us senior members within the unit are constantly asked on’ what has happened to security?’ ‘Why wont security do things now like they used to?’ ‘Who is that new bloke, does he know what his doing?’ Etc. Our repeated requests for mediation or review are still ignored.
We hope that this time something will be done and things and be put to the past and we can move on.

[NRM_Oz]

I take it there will be less Xmas cards sent out this year ?

[Maelstrom]

Squidly... while I'm not familiar with NT workplace legislation, it would appear to me that the segregation of employees not within the established cliche' is in contravention of Anti-discrimination law

Your Security Manager sounds like a real ignoramus

[NRM_Oz]

It does happen - full time vs casual. Former supervisors trying to push their weight around when they are now nothing special. New people coming on board and refusing to be lazy bums like the other site people.

I had it put to me that I allegedly "discriminated" against a person of dark complexion and in response to the HR enquiry replied that the employee: had been found lying, had given false statements, failed to follow orders, found gambling at work, and could not complete his without direct supervision. But the focus went back to me until I tabled my work diary and his file - a quick backdown by HR to save face and to cover it all up. 2 weeks later he was moved to another location and me being the division manager had to move on.