Project #76827 - Criminal justice response

Respond to the 2 studeents answers must be 100 words each and from a students perspective. Must be substantive. 

Student 1:


  1. What is a VIACT and what other programs and policies should management put in place?

     According to our textbook, VIACT is the acronym for a Violence Intervention and Contingency Team. The team is developed to identify and ensure that resources are available for use to prevent incidents of workplace violence or when they do occur, to respond to these incidents and restore a sense of normalcy in the workplace. The VIACT team is often instrumental in developing policies that deter workplace violence, intimidation, sabotage, harassment, stalking and other behaviors that degrade employees. All employees must be aware that they will be held accountable for their actions in the workplace. They must also know that the company will cooperate to their fullest ability with law enforcement and other agencies.


  1. What are the steps that should be taken before an intervention is initiated?

   In Introduction to security, R.J Fischer writes that the VIACT team has the responsibility to create a proactive strategy that focuses on:

  • Maintaining the rights of perpetrators and victims

  • Establish employee training and education on the subject of workplace violence.

  • Identifying resources and ensuring they are readily available in times of need.

  • Establish employee protection measures.

  • Establish lines of communication with emergency services personnel, i.e. police, fire, medical, and mental health professionals.

  • Establish procedures and training to identify potential problems with at risk employees.


  1. What is an EAP?

The Employee Assistance Program, or EAP, is an employer driven program that focuses on helping the potential perpetrator before an incident occurs, by providing access to mental health programs, stress reduction training, and effective disciplinary measures. The program focuses on deterring incidents from happening or efficiently restoring normalcy in the workplace after an incident has occurred.

The program can also assist the victim and the entire workforce by providing counseling and training to minimize the effects of an incident negatively affecting the workplace. PTSD, or Post Traumatic Stress Disorder, does not only affect military personnel, it can also occur in the civilian workforce. If left unchecked, it can lead to drug and alcohol abuse, excessive absences, and reduced productivity at work. If used effectively, the EAP can provide assistance to other employees not directly involved in an incident of workplace violence.


  1. What are the major problems associated with drug abuse and the workplace?

According to our text, the major problems with drug abuse concern the costs associated with excessive use of medical benefits, an increase in workman’s compensation claims (almost five times higher than those employees that don’t use), higher insurance premiums for the entire company, and finally the waste of time and resources for unions, the employer, and the employee that involve the workplace grievance process. One method of reducing these costs is the development of a substance abuse program. In order to implement an effective substance abuse program the following must be established by company policies:

  • Develop clear drug-free workplace policy that:

             Clearly states need for the policy

Identifies company expectations regarding appropriate workplace behavior

Identifies the rights and responsibilities of employees and management regarding drug use

Provides guidance to the workforce of the actions that the company will take to identify and deal with employees suspected of using drugs


  • Establish drug education and awareness programs.

  • Establish training for managers and employees to identify signs of drug use and drug paraphernalia.

  • Establish Employee Assistance Program (EAP) to help employees under the influence of drugs rather than resorting to immediate termination. This also results in lower costs associated with hiring and training new employees. It also serves to restore employee productivity.

  • Lastly, these policies should inform the workforce of the cooperation with law enforcement to report cases of drug use.




Fischer, R.J.; Halibozek, E.P. & Walters, D.C. (2013). Introduction to security, 9th ed.






Student 2: 

  1. What is a VIACT and what other programs and policies should management put in place?

                VIACT is a Violence Intervention and Contingency Team formed as part of the company or organization in order to prevent and respond to violence in the work place. According to the text, the organizational structure or ideally members of the team that are from the following: management, human resources, health and safety, medical, legal, public relations, and security. Nothing in the text states that this is a must, but this is just from the basic principles and anything that the organization feels is practically to the structure of the VIACT. (Fisher, 2013).The biggest thing that would help that is highlighted in the text is the Intervention Strategy, or policies that facilitate this concept. Also this training could help to prevent certain situation, but the biggest piece of information is what to do when you have an alleged perpetrator. Even the text clearly states this person has rights as well, until found guilty in a court proceedings. I think policies should mimic this idea as well.

  2. What are the steps that should be taken before an intervention is initiated?

First the VIACT team should clearly lay out all the policies and procedures in place to all employees that the organization will not tolerate any acts of sabotage, intimidation, harassment, stalking, or violent acts in the workplace. The key before any intervention is the communication to the employees to ensure they are tracking and accountable for every one of their actions and also to let them know that the organization will cooperate with the local law enforcement and public prosecutors will dealing with workplace violence. The last tid bit before an intervention can take place is considered mitigating attempts for everyone’s safety within the organization.

  1. What is an EAP?

                An EAP is an Employee Assistance Program or other appropriate mechanism. Employers use this program to help employees with a substance abuse rather than resort straight to firing that employee. This program works on referrals and those referrals are based on evaluation and if needed treatment facilities. This program can also be for many other things that an employee needs help in resolving like marital, financial, emotional, family, and many others. This is also mostly opened up to be a cooperative effort for other services as well. According to one companies EAP it’s also opened up to the employee’s spouse, children, and non-martial partners living in the same household as the employee.


  2. What are the major problems associated with drug abuse and the workplace.

            In 2007 over 20 million adults classified as having problems with substance dependence or abuse and 12 million were employed full time. The biggest factors that are easy to sport is higher absenteeism and lower job performance. This can also rake up the medical expenses for health care or injuries accrued to these substance abuse users. Also other considerations are safety and other risks for employers can increase workers’ compensation and disability claims. It’s estimated in the United States costs are around $276 billion a year. Other problems that play a role into this figure are employees with a recurrence of substance-related legal or financial problem, theft, and employee turnover (Reagin, A. (2009).



Fischer, Robert J. & Halibozek, Edward P. & Walters, David C. (2013). Introduction to security, ninth edition. Retrieved from:


Reagin, A. (2009). An Emploer's Guide to Workplace Substance Abuse. Retrieved July 17, 2015, from






Subject English
Due By (Pacific Time) 07/18/2015 09:40 pm
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