61 claims on pp. 16–94 (fact 22, statement 11, evidence 19, conclusion 2, conjecture 4, definition 3).
The attacker was motivated to shoot after his estranged wife moved out three months earlier and refused his attempts to force her return.
The attacker was motivated to engage in the shooting after his estranged wife moved out of his home three months earlier and refused his attempts to force her return.
The Key Findings for Employees box lists grievances, stressors, elicited concern, concerning communications, and current employment.
KEY FINDINGS FOR EMPLOYEES
Why inferred Key findings box is a summary judgement; its statistics are restated from the body text.
Table 4 illustrates the motives of employee attackers, which were often multifaceted.
Table 4 illustrates the motives of employee attackers, which were often multifaceted.
All attackers but one (n = 21, 95%) were motivated, at least in part, by a grievance.
Sample (n = 21 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
All attackers but one (n = 21, 95%) were motivated, at least in part, by a grievance.
Three-quarters of attackers (n = 17, 77%) were specifically motivated, at least in part, by a workplace-related grievance.
Sample (n = 17 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Three-quarters of attackers (n = 17, 77%) were specifically motivated, at least in part, by a workplace-related grievance.
These grievances were related to workload, performance evaluations, disciplinary actions, termination decisions, and ongoing conflicts with supervisors or colleagues.
These grievances were related to workload, performance evaluations, disciplinary actions, termination decisions, and ongoing conflicts with supervisors or colleagues.
The lone employee attacker without a grievance appeared to be motivated solely by psychotic symptoms.
appeared to be motivated solely by psychotic symptoms
Nearly one-third (n = 7, 32%) of employee attackers had multiple motives for their attack.
Sample (n = 7 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Nearly one-third (n = 7, 32%) of employee attackers had multiple motives
Psychotic symptoms were a motive for 5 employee attackers (23%).
Sample (n = 5 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Psychotic Symptoms | 5 | 23%
Personal grievances were a motive for 4 employee attackers (18%).
Sample (n = 4 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Personal | 4 | 18%
Domestic grievances were a motive for 3 employee attackers (14%).
Sample (n = 3 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Domestic | 3 | 14%
The attacker with the most motivations appeared to be motivated by psychotic symptoms, a workplace grievance, a desire to kill, and a desire for fame or notoriety.
appeared to be motivated by psychotic symptoms, a workplace grievance, a desire to kill, and a desire for fame or notoriety
Table 4 reports fame or notoriety as a motive component for 1 of the 22 employee attackers (5%).
Sample (n = 1 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Fame or Notoriety | 1 | 5%
For seven years after his termination, the cemetery attacker complained to others about the cemetery and its employees before carrying out his attack.
For seven years following his termination, the attacker complained to others about the cemetery and its employees before perpetrating his attack.
After being terminated from the cemetery seven years earlier, the attacker had vowed revenge and threatened to kill cemetery employees.
The attacker had vowed revenge and threatened to kill cemetery employees after he had been terminated from the cemetery seven years earlier.
The attacker blamed hospital staff, including a residency student, for ruining his medical career and threatened to return to the hospital and kill colleagues.
The attacker blamed hospital staff, including a student in the residency program, for ruining his medical career, and threatened to return to the hospital and kill colleagues.
After the meeting shooting, the attacker went to another area of the campus and shot and killed the coworker who had reported his most recent safety violation.
The attacker then proceeded to another area of the workplace campus and shot and killed a coworker who had reported his most recent safety violation.
Nine employee attackers (41%) alleged to people at work or in their personal lives that they had experienced unfair treatment at the targeted workplace, including unfair promotion or demotion decisions or conflicts with supervisors and management. Table 6 labels this row "Alleged mistreatment at work".
Sample (n = 9 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
nine employee attackers (41%) made allegations to people at work or in their personal lives that they had experienced unfair treatment at the targeted workplace
In four cases, the attacker filed reports or voiced concerns about workplace experiences, including workload grievances and bullying or harassment.
In four cases, the attacker filed reports or voiced concerns about their experiences in the workplace
Table 6 lists four employee attackers (18%) with reported complaints or grievances.
Sample (n = 4 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Reported complaints or grievances | 4 | 18%
One attacker was transferred after complaining of coworker harassment, but the harassment continued and he was terminated for missing work.
the harassment continued even after his transfer, prompting him to miss work, eventually leading to his termination from employment
Over three-quarters (n = 15, 79%) of the 19 attacks were motivated, in whole or in part, by a grievance against an organization or its employees.
Sample (n = 15 of 19) · attacks by customers, clients, patients, and visitors
Over three-quarters (n = 15, 79%) of the 19 attacks perpetrated by customers, clients, patients, and visitors were motivated, in whole or in part, by a grievance
The key findings box reports that 79% of incidents were motivated by grievances.
Sample (n = 15 of 19) · attacks by customers, clients, patients, and visitors
79% of incidents were motivated by grievances
One attacker opened fire at a video game tournament shortly after losing a match, and another targeted a healthcare facility that had expelled him from a treatment program.
one attacker opened fire at a venue hosting a video game tournament shortly after he lost a match
Other grievances included frustration over being denied services, being expelled from a business, and similar perceived slights.
Other grievances included frustration due to being denied services, being expelled from a business
A gunman previously treated for PTSD at a residential treatment center took five hostages, released two, and fatally shot the remaining three employees after an eight-hour standoff. One victim had expelled him from the program two weeks earlier because he had knives and threatened to kill staff.
locked himself in a room with the remaining three victims for eight hours
All three victims were treatment center employees who may have had a direct connection to his prior PTSD treatment, including one who had expelled him from the program two weeks earlier because he had knives and threatened to kill staff.
All three victims were employees at the treatment center and may have had a direct connection to the attacker's prior PTSD treatment, including one victim who had expelled him from the program two weeks earlier because the attacker had knives and threatened to kill staff.
A man killed five people with a shotgun at a newsroom after an unflattering article about him. He had sued the paper years earlier, stalked and threatened employees, and mailed a dossier on the intended victims and their families before the attack.
The attacker had a personal grievance with the newsroom after an unflattering article was written about him
The newsroom attacker had filed a defamation lawsuit against the paper six years earlier and had stalked and threatened its employees, who contacted law enforcement and developed personal safety plans.
The attacker had filed a defamation lawsuit against the paper six years earlier and had stalked and threatened employees of the paper, prompting them to contact law enforcement and develop personal safety plans.
All but one of these attacks (n = 8, 89%) were motivated, in whole or in part, by a grievance.
Sample (n = 8 of 9) · attacks by current or former romantic partners or relatives (9 attacks, each by a lone attacker)
All but one of these attacks (n = 8, 89%) were motivated, in whole or in part, by a grievance
The key findings box reports that 89% of incidents were motivated by grievances.
Sample (n = 8 of 9) · attacks by current or former romantic partners or relatives (9 attacks, each by a lone attacker)
89% of incidents were motivated by grievances
Most attacks (n = 7) involved grievances about a domestic matter involving a romantic partner.
most attacks (n = 7) involved grievances about a domestic matter involving a romantic partner
Two of the six also attacked other locations, one targeting his wife's divorce attorney at the attorney's law office. A separate domestic-grievance attacker targeted divorce attorneys and mental health professionals who had evaluated his child during a custody dispute.
another attacker who targeted his wife's divorce attorney at the attorney's law office
A gunman took hostages outside a healthcare center where his ex-girlfriend worked, shot and killed a police chief, then fatally shot his ex-girlfriend and her coworker before dying by suicide. He had assaulted and threatened her multiple times, and one protection order was still in place at the time of the attack.
In the months prior to the incident, he had assaulted and threatened to kill his ex-girlfriend multiple times
One attacker motivated by a domestic grievance did not target a romantic partner's current workplace, but instead targeted the attorneys handling his divorce and the mental health professionals who had evaluated his child during a custody dispute.
One attacker motivated by a domestic grievance did not target a romantic partner's current place of employment, but instead targeted attorneys handling his divorce and mental health professionals who had conducted evaluations of the attacker's child during a custody dispute.
Among these populations, opportunities for intervention and prevention were often present, as many attackers elicited concern in others and were often motivated by grievances with the workplace.
opportunities for intervention and prevention were often present, as many attackers elicited concern in others and often were motivated by grievances with the workplace
During a chance encounter with a senior leader, the security professional described a past spree of killings by a terminated employee. Some of those impacted were employees whom the attacker felt had wronged him.
described an incident in the company's past when a terminated employee engaged in a spree of killings
In the past incident the security professional described, some of those impacted were employees of the organization whom the terminated attacker felt had wronged him.
Some of those impacted were employees of the organization whom the attacker felt had wronged him.
Labor relations can provide insight into employee grievances, conflicts, and disputes, guidance on union contracts, and support for due process.
Representatives from labor relations can provide insight into employee grievances, conflicts, and disputes.
Alternative dispute resolution personnel, such as an ombudsman or mediator, can help during negotiations between employees, address conflicts and grievances, and offer insight and perspectives about employee behavior.
Personnel who specialize in alternative dispute resolution, including an ombudsman or mediator, can help during negotiations between employees
Grievances are among the behaviors that may be concerning.
Concerning behaviors may include escalating interpersonal disputes, grievances, concerning social media content, stalking and harassment, obsessions with violence, idolizing past attackers, fixating on people or locations, suicidal ideations, self-harm, unusual levels of aggression, threats, weapons violations, and physical assaults.
cite page 50 Step 4: Identify and Process Reports of Concerning Behavior
Figure 8 lists, under Contextually Concerning, fixations on perceived grievances.
Fixations on perceived grievances
cite page 51 Step 4: Identify and Process Reports of Concerning Behavior
In the same 2023 NTAC study, mass attackers in 29% of incidents were motivated at least in part by a domestic grievance.
Sample (n = undeterminable of undeterminable) · NTAC Mass Attacks in Public Spaces: 2016-2020 (2023), a different study
In 29% of the incidents, mass attackers were motivated to carry out their attack, at least in part, by a domestic grievance.
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
Executives' high visibility can present unique safety challenges when individuals harbor grievances against the organization and focus their hostilities on its leadership, making executives vulnerable to stalking, harassment, and targeted attacks.
This visibility can present unique safety challenges when individuals harbor grievances against an organization
cite page 58 Step 4: Identify and Process Reports of Concerning Behavior
Publicly available posts on social media, forums, or content-sharing platforms can reveal grievances, intent, or interest in violence.
Publicly available posts on social media, forums, or content-sharing platforms can reveal grievances, intent, or interest in violence
Motive is the reason the individual engaged in the behavior that elicited concern or brought them to the attention of the BTAM team.
The reason(s) why the individual engaged in the behavior that elicited concern or brought them to the attention of the BTAM team
Motives may be multifaceted and include retaliating for grievances or perceived wrongs (e.g., bullying, failed romantic relationships, workplace issues); furthering ideological, bias-related, or political beliefs; acting in response to psychotic symptoms; having a desire to kill; achieving fame or notoriety; and committing suicide-by-cop.
Motives may be multifaceted and include retaliating for grievances or perceived wrongs
Motive also includes assessing the reasons that may drive an individual to carry out an act of violence.
Motive also includes assessing the reasons that may drive an individual to carry out an act of violence.
The attacker was motivated by a grievance against coworkers who frequently played pranks on others at work, of which he felt he was the victim.
The attacker was motivated by a grievance against his coworkers who frequently played pranks on others at work, of which he felt he was the victim.
BTAM teams should identify potential motivations for violence and take active steps to remove, reduce, or redirect those motives toward prosocial behavior.
BTAM teams should work to identify potential motivations for violence and take active steps to remove, reduce, or redirect those motives
NTAC research on targeted violence found that motives for violence are multifaceted, and individuals often have multiple identifiable motivations at once.
NTAC's research on targeted violence has revealed that motives for violence are multifaceted, and individuals often have multiple identifiable motivations at once
Redirect potential motives for violence: identify possible motivations and direct resources to address them (examples: address workplace grievances, intervene to stop bullying, de-escalate interpersonal conflicts).
Identify possible motivations and direct resources to address them.
Some organizations offer severance pay, a separation package, extended benefits or pensions, or mental health services, which can reduce work-related grievances or retaliation.
to reduce the risk of work-related grievances or retaliation.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Positive organizational climates can reduce the risk of grievances and enhance bystander reporting when concerns are identified.
Positive organizational climates can reduce the risk of grievances and enhance bystander reporting when concerns are identified.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
Employees who feel respected and supported are less likely to view violence as an appropriate means of addressing their issues and may hold fewer and/or less intense grievances against their colleagues (endnote 21).
Employees who feel respected and supported are less likely to view violence as an appropriate means of addressing their issues and may hold fewer and/or less intense grievances against their colleagues.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
Bullying, harassment, and hostile or antagonistic behavior can result in interpersonal conflicts and grievances, a fearful atmosphere, humiliation, and perceptions of a hostile work environment.
Bullying, harassment, and hostile or antagonistic behavior and attitudes can result in interpersonal conflicts and grievances
Why inferred 'can result in' hedged causal claim; typed conjecture
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Data Table 1 reports a grievance motive in 88% of all attacks (n = 50), 95% of attacks by current or former employees (n = 22), 79% by customers, clients, patients, and visitors (n = 19), and 89% by romantic partners and relatives (n = 9).
Sample (N = 50 | 22 | 19 | 9 by column) · Data Table 1 columns: all attacks 50 | employees 22 | customers, clients, patients, visitors 19 | partners and relatives 9
Grievance | 88% | 95% | 79% | 89%
Data Table 1 reports a personal grievance (a sub-row of grievance) as a motive in 38% of all attacks (n = 50), 18% of attacks by current or former employees (n = 22), 68% by customers, clients, patients, and visitors (n = 19), and 22% by romantic partners and relatives (n = 9).
Sample (N = 50 | 22 | 19 | 9 by column) · Data Table 1 columns: all attacks 50 | employees 22 | customers, clients, patients, visitors 19 | partners and relatives 9
Personal | 38% | 18% | 68% | 22%
Data Table 1 reports a workplace grievance (a sub-row of grievance) as a motive in 36% of all attacks (n = 50), 77% of attacks by current or former employees (n = 22), 5% by customers, clients, patients, and visitors (n = 19), and 0% by romantic partners and relatives (n = 9).
Sample (N = 50 | 22 | 19 | 9 by column) · Data Table 1 columns: all attacks 50 | employees 22 | customers, clients, patients, visitors 19 | partners and relatives 9
Workplace | 36% | 77% | 5% | 0%
Data Table 1 reports a domestic grievance (a sub-row of grievance) as a motive in 22% of all attacks (n = 50), 14% of attacks by current or former employees (n = 22), 5% by customers, clients, patients, and visitors (n = 19), and 78% by romantic partners and relatives (n = 9).
Sample (N = 50 | 22 | 19 | 9 by column) · Data Table 1 columns: all attacks 50 | employees 22 | customers, clients, patients, visitors 19 | partners and relatives 9
Domestic | 22% | 14% | 5% | 78%
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