Report pages 18–22: 113 claims on pp. 18–22 (fact 64, evidence 43, conclusion 1, conjecture 3, definition 2).
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.
There were 22 attacks perpetrated by current or former employees of the targeted workplace, each by a lone attacker.
There were 22 attacks perpetrated by current or former employees of the targeted workplace, each perpetrated by a lone attacker.
All but one (n = 21, 95%) of the current or former employee attackers were male.
Sample (n = 21 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
All but one (n = 21, 95%) of the current or former employee attackers were male.
Ages of employee attackers ranged from 22 to 64 years old, and the average age was 40 years.
Ages ranged from 22 to 64 years old, and the average age was 40 years.
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
A 24-year-old man opened fire with two shotguns at the grocery store where he worked, killing three coworkers. In the months before, he created videos glorifying school shootings and described admiration for past attackers and plans in journal entries.
A 24-year-old man armed with two shotguns opened fire almost two hours into a night shift
The attacker held delusional beliefs that after death he would become a cartoon female ghost and join violent cartoon characters in an afterlife.
The attacker harbored delusional beliefs that when he died after his attack, he would become a cartoon female ghost character and join other violent cartoon characters in an afterlife.
In the current or former employees section, percentages reflect the 22 attacks perpetrated by current and former employees of the targeted location.
For this section, percentages reflect the 22 attacks perpetrated by current and former employees of the targeted location.
In the months before the attack, the grocery store attacker created and shared videos glorifying school shootings and wrote in numerous journal entries about his admiration of past attackers and his attack plans.
In the months prior to his attack, the attacker created and shared videos glorifying school shootings, and described his admiration of past attackers and his plans for his attack in numerous journal entries.
The Key Findings for Employees box states that 91% of employee attackers had at least one stressor within five years of their attack.
Sample (n = 20 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
91% of attackers had at least one stressor within five years of their attack.
The Key Findings for Employees box states that 82% of employee attackers elicited concern from others, including 41% who elicited concern at work.
Sample (n = 18 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
82% of attackers elicited concern from others, including 41% who elicited concern at work.
The Key Findings for Employees box states that 73% of employee attackers were currently employed at the facility they targeted.
Sample (n = 16 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
73% of attackers were currently employed at the facility they targeted.
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%
Table 4 reports a desire to kill 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)
Desire to Kill | 1 | 5%
Table 4 reports an Other 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)
Desire to Kill | 1 | 5% | | Other | 1 | 5%
77% of employee attackers shared concerning communications.
Sample (n = 17 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
77% of attackers shared concerning communications.
Most employee attackers (n = 20, 91%) had significant stressors within five years of their attack.
Sample (n = 20 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Most employee attackers (n = 20, 91%) had significant stressors within five years of their attack.
Financial difficulties were among the most common stressors of employee attackers (n = 13, 59%).
Sample (n = 13 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
financial difficulties (n = 13, 59%)
Over one-third of attackers (n = 8, 36%) were victims of bullying or harassment at work.
Sample (n = 8 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
over one-third of attackers (n = 8, 36%) were victims of bullying or harassment at work
Most employee attackers (n = 18, 82%) elicited concern from others around them.
Sample (n = 18 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Most employee attackers (n = 18, 82%) elicited concern from others around them
Half of those who elicited concern (n = 9) did so with colleagues in the workplace.
Sample (n = 9 of 18) · employee attackers who elicited concern from others
half of whom (n = 9) elicited concern from colleagues in the workplace
Over three-quarters of employee attackers (n = 17, 77%) made concerning communications.
Sample (n = 17 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Over three-quarters of employee attackers (n = 17, 77%) made concerning communications.
Concerning communications included threatening statements (n = 9).
Sample (n = 9 of 17) · employee attackers who made concerning communications
This included threatening statements (n = 9)
Other statements were not objectively threatening but elicited concern from those who heard them (n = 10).
Sample (n = 10 of 17) · employee attackers who made concerning communications
statements that were not objectively threatening but elicited concern from those who heard them (n = 10)
One attacker accused his wife of spying for the government and made her write to him, then burned the pages. Another threatened coworkers at a cemetery, prompting his termination, and then complained about them for seven years.
For example, one attacker accused his wife of collaborating with the government to spy on him
A 64-year-old man who had been fired from a cemetery seven years earlier vowed revenge and threatened employees. He shot one person dead and injured two more at the cemetery before surrendering.
A 64-year-old man rode his bike to a cemetery where he used a handgun to shoot and kill one person
Most employee attackers were currently employed at the targeted site at the time of the attack (n = 16, 73%).
Sample (n = 16 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
most employee attackers were currently employed at the targeted site at the time of the attack (n = 16, 73%)
Current employee attackers ranged in tenure from 13 days to 22 years.
ranging in tenure from 13 days to 22 years
Most current employee attackers (n = 12) initiated their attack during or immediately following a work shift.
Sample (n = 12 of 16) · attackers who were current employees of the targeted site
most (n = 12) initiated their attack either during or immediately following a work shift
Six attackers were former employees at the time of their attack.
Six attackers were former employees
Most of the former employees (n = 5) had been terminated by the organization.
Sample (n = 5 of 6) · attackers who were former employees of the targeted site
most (n = 5) of whom had been terminated by the organization
The time between termination and attack varied, from one attacker who began his attack at the end of a termination meeting to another who targeted a site where he had been fired seven years earlier.
ranging from one attacker who immediately began his attack at the conclusion of a termination meeting, to another attacker who targeted a location where he had been terminated seven years earlier
Two employees perpetrated attacks after submitting their resignation.
Two employees perpetrated attacks after submitting their resignation.
Figure 2 is a pie chart of the employment status of employee attackers: Current (n = 16) and Former (n = 6).
FIGURE 2 Employment Status
Two days before the attack, the attacker received an eviction notice from the apartment complex where he lived and worked.
Two days prior to the attack, the attacker received an eviction notice from the apartment complex where he lived and worked.
Before the cemetery attack, the attacker rigged his apartment, garage, and an adjacent residence with a series of incendiary devices, which were detected before they could detonate.
Prior to the attack at the cemetery, the attacker rigged his apartment, garage, and an adjacent residence with a series of incendiary devices, which were detected before they could detonate.
Another employee attacker threatened coworkers at the cemetery where he worked, prompting his termination.
Another attacker threatened coworkers at the cemetery where he worked, prompting his termination.
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.
While employed, the cemetery attacker made threatening statements that concerned coworkers, leading to calls to law enforcement and eventually his termination.
As an employee, the attacker had made threatening statements that concerned coworkers, prompting calls to law enforcement and his eventual termination.
The first of the two resigning attackers submitted his two weeks' notice at the start of his workday, completed his shift, and then began his attack.
The first attacker submitted his two weeks' notice at the beginning of his workday, completed his shift, and then inittiated his attack.
The second resigning attacker was a former employee who had resigned in lieu of termination two years earlier after sexually harassing and threatening colleagues.
The second attacker was a former employee who resigned in lieu of termination two years earlier after he had sexually harassed and threatened colleagues.
16 of 22 employee attackers (73%) experienced employment-related issues, one of the most common stressor types.
Sample (n = 16 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
employment-related issues (n = 16, 73%)
Of the 16 attackers currently employed at the targeted site, six were in good standing with their employers.
six were in good standing with their employers
Eight attackers had substantive performance issues at work, resulting in disciplinary action for all but one.
Eight attackers had substantive performance issues at work, resulting in disciplinary action for all but one.
Performance issues included frequent or substantive work mistakes, safety violations, tardiness, and excessive or unexcused absences. Discipline ranged from complaints and reprimands to termination.
they included frequent or substantive work mistakes, safety violations, tardiness, and excessive or unexcused absences
Information on performance was not found for eight employee attackers.
Information on performance was not found for eight employee attackers.
Table 5 gives work performance (good standing 6, 27%; substantive issues 8, 36%; unknown 8, 36%) and behavioral conduct (good standing 8, 36%; substantive issues 10, 45%, of which toxicity 7, 32%; unknown 4, 18%) of employee attackers.
Sample (N = 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Table 5: Performance and Conduct
A 45-year-old man opened fire at a hospital where he had been a resident physician, killing one and injuring six, then died after setting himself on fire and shooting himself. He had resigned two years earlier in lieu of being fired for sexual harassment and threats, and his badge was not revoked.
A 45-year-old man armed with a semiautomatic rifle opened fire at a hospital where he had formerly been employed as a resident physician
Over two-fifths of employee attackers (n = 10, 45%) had known substantive issues pertaining to their behavioral conduct at the workplace they attacked.
Sample (n = 10 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Over two-fifths (n = 10, 45%) of employee attackers had known substantive issues pertaining to their behavioral conduct at the workplace they attacked.
Behavioral conduct refers to actions taken by employees in the workplace, including how they interact with colleagues and whether they adhere to an organization's standards for behavior.
Behavioral conduct refers to actions taken by employees in the workplace, including how they interact with colleagues and others at work, and whether they adhere to an organization's policies or standards for behavior.
Toxic conduct shows persistent patterns of callous, reckless, paranoid, confrontational, aggressive, and/or threatening behaviors toward others.
persistent patterns of callous, reckless, paranoid, confrontational, aggressive, and/or threatening behaviors toward others
For most of these attackers (n = 7), their misconduct could be characterized as toxic.
For most of these attackers (n = 7), their misconduct could be characterized as toxic
Toxic misconduct included making racist, derogatory, or even threatening statements towards colleagues.
This included making racist, derogatory, or even threatening statements towards their colleagues.
Two of these attackers exhibited toxic behavior in other organizations as well.
Two of these attackers exhibited toxic behavior in other organizations as well.
Three attackers exhibited behaviors that were not considered toxic but still represented issues with conduct, including chronic absences or tardiness.
Three attackers exhibited behaviors that were not considered toxic but still represented issues with conduct, including chronic absences or tardiness.
Information on conduct could not be found for four employee attackers.
Information on conduct could not be found for four employee attackers.
A 45-year-old gunman with a reputation for confrontation and fights at work, who had been fired two months earlier for stealing company equipment, opened fire at his former workplace and killed five former coworkers before dying by suicide. He had struggled financially and had asked to be rehired.
A 45-year-old gunman opened fire with a pistol at his former workplace, killing five of his former coworkers before dying by suicide.
The hospital did not revoke the attacker's identification badge when he resigned, and he used it to access the hospital on the day of the attack.
At the time of his resignation, the hospital did not revoke his identification badge, which he used to access the hospital on the day of the attack.
The attack took place on the day of the hospital's residency program graduation.
The attack date coincided with the hospital's residency program graduation.
During his employment the attacker was known for confrontation and fights with coworkers, including punching and attempting to strangle one.
During his employment, the attacker had a reputation for being confrontational and frequently getting into fights with coworkers, including one instance in which he assaulted a coworker by punching and attempting to strangle him.
The report describes the work performance of employee attackers as mixed, as shown in Table 5.
The work performance for employee attackers was mixed, as illustrated in Table 5.
Disciplinary actions taken against employee attackers with performance issues ranged from complaints and letters of reprimand to termination.
Disciplinary actions ranged from complaints and letters of reprimand to termination.
After the shooting, the former resident physician set himself on fire and shot himself in the chest, ultimately dying of his wounds.
The attacker then set himself on fire and shot himself in the chest before ultimately succumbing to his wounds.
Two years before the attack, he resigned from the hospital in lieu of being fired over allegations that he sexually harassed and threatened colleagues.
Two years prior, he had resigned from the hospital in lieu of being fired due to allegations of sexually harassing and threatening his colleagues.
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.
The gunman who killed five former coworkers had been fired two months earlier for stealing company equipment.
The attacker had been fired two months earlier for stealing company equipment.
Since his termination, the gunman faced financial difficulties and struggled to find a new job.
Since his termination, he faced financial difficulties and struggled finding a new job.
At one point the gunman emailed a manager at the targeted site to request his old job back, and the request was denied.
At one point, the attacker emailed a manager at the targeted site to request his old job back, but his request was denied.
According to neighbors, the gunman's rent was due on the day of his attack.
According to neighbors, the attacker's rent was due on the day of his attack.
Table 5 reports that 6 employee attackers (27%) were in good standing on work performance.
Sample (n = 6 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Good standing | 6 | 27%
Table 5 reports that 8 employee attackers (36%) had substantive work performance issues.
Sample (n = 8 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Substantive issues | 8 | 36%
Table 5 reports that work performance was unknown for 8 employee attackers (36%).
Sample (n = 8 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Unknown | 8 | 36%
Table 5 reports that 8 employee attackers (36%) were in good standing on behavioral conduct.
Sample (n = 8 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Good standing | 8 | 36%
Table 5 reports toxicity, a sub-category of substantive conduct issues, for 7 employee attackers (32%).
Sample (n = 7 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Toxicity | 7 | 32%
Table 5 reports that behavioral conduct was unknown for 4 employee attackers (18%).
Sample (n = 4 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Unknown | 4 | 18%
Nearly half of employee attackers (n = 10, 45%) had at least one infraction or disciplinary action on record.
Sample (n = 10 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Nearly half of employee attackers (n = 10, 45%) had at least one infraction or disciplinary action on record
The infractions counted included complaints about job performance, write-ups for behavioral misconduct or insubordination, and terminations.
This included complaints or reprimands about an employee's job performance, write-ups for behavioral misconduct or insubordination, and terminations
Five attackers were terminated from the targeted site prior to their attack.
Five attackers were terminated from the targeted site prior to their attack
One attacker initiated his attack at the conclusion of a termination meeting.
one attacker who initiated his attack at the conclusion of a termination meeting
An employee with numerous rule violations drew a concealed handgun during a disciplinary meeting, killing four coworkers and injuring one. He then killed another coworker who had reported his safety violation, and the attacker injured five officers in a shootout before dying of his wounds.
the individual drew a concealed handgun and opened fire, killing four coworkers and injuring another
Nearly half (n = 10, 45%) of the organizations impacted by employee attacks had one or more identifiable issues pertaining to their organizational climate.
Sample (n = 10 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
Nearly half (n = 10, 45%) of the organizations impacted by these attacks had one or more identifiable issues pertaining to their organizational climate.
One organization published a report a week after the attack finding the targeted facility had a below-average climate, poor morale, and low belonging.
published a report one week after the attack that revealed the targeted facility had a below-average climate, poor morale, and employees who lacked a sense of belonging
Employees from another organization reported that personnel at the targeted facility faced racial discrimination and harassment for years before the attack.
personnel at the targeted facility suffered from racial discrimination and harassment for years leading up to the attack
A man with two handguns killed five coworkers and then himself at an organization with a history of racial discrimination and harassment. According to a coworker, he had reported at least one exchange to HR, but the case was closed when the complaint could not be corroborated.
the case was closed when the complaint could not be corroborated
A 45-year-old employee entered an office for a disciplinary meeting at which he was informed he would be fired.
A 45-year-old employee entered an office to attend a disciplinary meeting where he was informed that he would be fired.
The employee had numerous rule violations on his record, including a safety violation from one day earlier.
The employee had numerous rule violations on his record, including a safety violation from one day prior.
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.
When police arrived, the attacker engaged in a shootout, injuring five officers before dying from gunshot wounds sustained in the exchange.
When police arrived, the attacker engaged in a shootout with them, injuring five officers before dying from gunshot wounds sustained during the exchange.
A 51-year-old man armed with two handguns shot and killed five colleagues at his workplace before fatally shooting himself.
A 51-year-old man armed with two handguns shot and killed five colleagues at his workplace before fatally shooting himself.
The organization where the attacker worked had a history of racial discrimination, bullying, and harassment of employees.
The organization where the attacker worked had a history of racial discrimination, bullying, and harassment of employees.
In the years before the attack, a noose and racist notes were left on the attacker's locker, and coworkers harassed him and called him racial epithets.
In the years leading up to the attack, a noose and racist notes were left on the attacker's locker, and he was harassed and called racial epithets by coworkers.
After the attack, other employees reported that the work environment was racially segregated and that management ignored incidents of discrimination.
After the attack, other employees reported that the work environment was racially segregated and that management ignored incidents of discrimination.
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
Over one-third of employee attackers (n = 8, 36%) reportedly experienced bullying or harassment by coworkers before the attack.
Sample (n = 8 of 22) · current or former employee attackers (22 attacks, each by a lone attacker)
over one-third of employee attackers (n = 8, 36%) reportedly experienced bullying or harassment by coworkers in the time leading up to the attack
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
A man with a semiautomatic handgun killed one and injured three others at a manufacturing facility before dying by suicide. He had been fired after missing three days of work and had complained of coworker harassment that continued after his transfer.
The gunman had previously been terminated by the facility after missing three days of work
The attacker may have experienced financial difficulties after his termination while supporting his ill mother living abroad.
The attacker may have experienced financial difficulties in the months following his termination
One employee attacker was transferred to a different department after complaining about being harassed by a colleague.
For instance, one attacker was transferred to a different department after complaining about being harassed by a colleague.
A 53-year-old man opened fire with a semiautomatic handgun at a manufacturing facility, killing one and injuring three others before dying by suicide.
A 53-year-old man opened fire with a semiautomatic handgun at a manufacturing facility, killing one and injuring three others before dying by suicide.
According to neighbors and police, he was an excellent employee who had never missed work before these absences, but he complained of being harassed by at least one coworker.
According to neighbors and police, the subject was an excellent employee who had never missed work prior to these absences, but he complained that he was being harassed by at least one coworker.
Although he had been transferred to a new department, the harassment continued, and he stopped showing up for work shifts and was terminated.
Although the attacker had been transferred to a new department, the harassment continued, and he stopped showing up for work shifts and was terminated.
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