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The Executives at WDBJ 7 TV are Responsible for the Murders of Cameraman Adam Ward and Reporter Alison Parker

While this may seem harsh, in my expert opinion the facts prove their culpability of WDBJ executives in this horrific crime.

I am angry because these types of crimes are not inevitable they are preventable.

Some questions about the murders of Cameraman Adam Ward – reporter Alison Parker and the wounding of Vicki Gardner need to be asked and answered:

Q: Did the Human Resources department correctly investigate Vester Lee Flanagan aka Bryce Williams before he was hired?

A: News reports state that the station executives did not provide proper due diligence because they checked him under his on air name. It is also obvious that the people who did interview him had no training in interview techniques. If they had they would have discovered his personality issues.

NOTE: Due diligence saves lives. Correct forensic interviewing saves lives.

Q: Did HR monitor the former violent employee?

A: There is no evidence of this. In fact a former employee stated, “A couple of months ago, somebody told me, ‘Bryce is still in town,'” former WDBJ reported Justin McLeod told the Roanoke Times. “Several former colleagues were bothered by the fact that he still lived in town.”

NOTE: When you terminate an employee your job is not done. Monitoring them after the termination can save lives.

Q: Did the executives of WDBJ set up safety protocols for their live news crews to prevent this crime?

A: NO. A former employee is escorted from the building by numerous police officers, has shown continued aggression and no actions were taken to provide protection to the WDBJ employees.

NOTE: Proper safety protocols and training saves lives.

The question now that must be asked is will the Federal government through OSHA step in and hold the executives accountable for their – in my professional opinion – unprofessional actions?

OSHA Workplace violence main site

Under the General Duty Clause, Section 5(a)(1) of the Occupational Safety and Health Act (OSHA) of 1970, employers are required to provide their employees with a place of employment that “is free from recognizable hazards that are causing or likely to cause death or serious harm to employees.”

From a letter by Roger A. Clark, Director [Directorate of Enforcement Programs] OSHA

“Whether or not an employer can be cited for a violation of Section 5(a)(1) is entirely dependent upon the specific facts, which will be unique in each situation. The recognizability and foreseeability of the hazard, and the feasibility of the means of abatement are some of the critical factors to be considered.”

Directive CPL 02-01-052 Enforcement Procedures for Investigating or Inspecting Workplace Violence Incidents

NIOSH defines workplace violence as violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty. [Center for Disease Control and Prevention, National Institute for Occupational Health. (2002). “Occupational Hazards in Hospitals.” DHHS (NIOSH) Pub. No. 2002-101.


Rules for Area Directors of OSHA

XII. Inspection Scope and Scheduling. [Sections A and B]

Inspection Scheduling.

Inspections will generally be conducted in response to complaints and referrals or as part of a fatality and/or catastrophe investigation pursuant to FOM procedures and where reasonable grounds exist after an evaluation of the criteria set forth below.

U.S. Department of Labor DOL Workplace Violence Program

Every employer, regardless of industry or number of employees, must advise the nearest OSHA office of any accident that results in one or more fatalities or the hospitalization of three or more employees. The employer must notify OSHA within eight hours of the occurrence of any such accident.

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