In part 1 of this series I discussed the use of Loss Prevention Systems Inc. security products and other retail anti-theft devices to prevent shoplifting during the current national opioid crisis. Certainly these tools can and do prevent all shoplifting crime but the focus of my concern for this piece is the increase in criminal activity law enforcement officials are seeing due to opioid use. In part 1 I shared several articles addressing shoplifting and opioid use but there is another factor retailers need to think about in all of this and that is the safety of their employees and customers. As opioid users become desperate for money to feed their habit, shoplifting is just one of the crimes to which they are resorting. They are also robbing and assaulting people and this can bleed into retail stores.
- From Pittsburgh Post Gazette, Dec 18, 2017 by Torsten Ove, “Drug-driven armed robberies prompt FBI to create violent crime task force in Alleghany, Beaver counties” the writer reports, “…the task force is an effort to address an increase in some communities of violent crime, especially bank holdups and store robberies.”
- From WPTV Dec. 15, 2017 by Sam Smink, “Panhandlers’ drug dealing/deaths led to 29 drug dealer arrests in West Palm Beach” This story revolves around a police investigation that led to 29 arrests. “Some of those panhandlers were actually dealing in addition to just using, so dealers connect to dealers to connect to dealers.”
- From Fox 9, December 29, 2017 “Charges: Minneapolis man robbed same market 5 times in 5 weeks” In this report the robber was using stolen money to purchase drugs. “He told police he would take the bus from northeast to downtown Minneapolis to buy heroin after the robberies.”
The dangers posed by the users and sellers of opioids should be scary for store owners and managers. It is the best interest of store owners to do whatever they can to keep these people out of their stores. Using Loss Prevention Systems Inc. (LPSI) security retail anti-theft devices will discourage shoplifters who are looking for a place to steal from in order to support their drug habits.
This is a good time for me to clue in those readers who are scratching their heads about what I am talking when I mention retail anti-theft devices. These are tags, labels, wraps or boxes that have electronic article surveillance technology built into them. The device sends out a radio wave that can be picked up by a receiving tower often located near the interior doors of a store. When someone gets too close to the tower with protected merchandise an alarm and flashing lights are set off. You may have heard an alarm activation while shopping in a store equipped with such a system. When these towers sound anyone within sight of the doors looks to see who caused the alarm. Store employees hurry over and conduct receipt checks and determine the cause for the alert. The result is usually recovered merchandise or an embarrassed criminal who pays for the item to try to make it seem like an honest mistake. Make no mistake about it, those who shoplift on a regular basis know what an LPSI Security device or other anti-theft tag looks like and they will avoid those pieces of merchandise that are protected. They can also be deterred from trying to steal simply by seeing the towers at the front doors.
The impact that LPSI Security devices has on safety is that when criminals who are stealing to support a drug habit are avoiding detection they leave stores alone when they know that they could very well set off alarms. This is one of the many reasons Loss Prevention Systems Inc. actively supports the use of retail anti-theft devices in stores. They want stores to keep merchandise on the shelves for legitimate customers and to reduce shortage but they also want stores to be safe. Along with merchandise protection strategies they stress the importance of building and property security. Chief Executive Officer Bill Bregar understands that when customers feel safe they will shop at a store but when a parking lot is dark, panhandlers approach customers or people just hang around the outside of a building shoppers stay away. When the incentive to steal is removed or the risk of being caught is too great undesirable elements will go elsewhere to commit crimes.
Don’t allow your business to be attractive to shoplifters and especially those who are prone to violence to support an opioid habit. Use LPSI Security devices to prevent shoplifting and visit LPSI’s website for more tips on creating a safe and attractive environment where customers will come to spend money.
Security is important and we can help you with it. Call 1.770.426.0547 and let’s talk.
Alpha Security
For Immediate Release
Loss Prevention Systems Inc. Partners with Tyco Retail Solutions
Loss Prevention Systems Inc. to Provide Innovative LP and Inventory Solutions
Kennesaw, GA – August 24, 2018 – Loss Prevention Systems Inc. (LPSI) is proud to announce its Channel Partnership with Tyco Retail Solutions – a leading provider of analytics-based Loss Prevention, Inventory Intelligence and Traffic Insights for the retail industry. Loss Prevention Systems Inc. has joined Tyco Retail Solutions’ GlobalPartnerEdge Channel Program focused on delivering the Sensormatic® Electronic Article Surveillance (EAS) and TrueVue Inventory Intelligence solutions to the North American market.
LPSI has the expertise to integrate new or existing loss prevention programs with techniques and tools for shrink management and inventory control by incorporating the latest EAS and RFID inventory solutions provided by Tyco Retail. Loss Prevention Systems Inc. has been working with small-to-medium size retailers for over 2 decades in providing loss prevention services including consulting, training and pre-employment background checks.
Bill Bregar, author and president of LPSI says, “Adding these tools to our services enables us to provide a complete retail loss prevention solution, and it’s great to be working with Tyco Retail.” This unique channel partnership allows us to combine the industry leading Sensormatic EAS solutions with our skills, experience and knowledge to deliver timely, accurate analytics and tools for small-to-medium size retailers to increase profits and reduce shrink. Bill also adds, “We have always believed that the average size retailer should have the same loss prevention protections as any major retailer. This protection includes, staff training, awareness and world class solutions and insights designed to protect retailers’ profits.”
“We are thrilled to have LPSI a part of our GlobalPartnerEdge Channel Partner Program and Eco-System” says David I. Green, Global Channels and Unified Commerce Leader. “The retail industry continues to transform. The commitment to growing our market share through our channel partner community is steadfast. Channel Partners are essential in delivering our solutions within the physical retail supply chain; our capabilities combined with the Channel are limitless.”
If you would more information, please visit www.LossPreventionSystems.com
Pre-employment Screening-3 WC Blog 530
Drug Screening-4
Background Investigation-4
Don’t Feel Regret Over A Hiring Mistake – Use Pre-Employment Screening
As an employer, have you ever been in a position where you had an employee who you wished you could turn back the clock on and have them undergo a pre-employment screening? This was a situation I was faced with when I had a member of my team cause me continual headaches. I was a Loss Prevention Manager and had several staff members working for me at any given time. I had an opening to fill and I wanted to give a team member from another department a second chance. The backstory is this particular employee was considered a problem performer and the manager of the department always complained about his work and attendance but never addressed the problem. After several months of listening to the same griping but no corrective action I offered to take the worker onto my team. I said he would either perform and I would develop him or if need be I would follow the proper corrective action steps and fire him. The department manager was more than happy to be rid of his problem and the employee agreed to try something new in L.P. I was cautiously optimistic I could turn him around. This brings me back to the point where I wished I could be sure a thorough drug screening and background investigation had been done before this guy was hired.
Drug screening and background investigation may be terms some of you have heard about but are not completely educated on. Drug screening is a process normally done in the controlled environment of a lab to make sure that collected samples are not tampered with. Mouth swabs, urine tests or blood testing are the most common forms of measurement and can be used for looking for a variety of illegal drugs in a person’s system. Employers may use the results of these tests to disqualify an applicant from consideration for a job. A background investigation is a look into an applicant’s personal history. Investigations may be tailored to an employer’s specific search criteria and may include criminal history checks, education and work history, credit history and prior places of residence. The information obtained by a professional investigator can reveal if an applicant has lied on their application or attempted to cover up their past. Some people move frequently to avoid creditors or law enforcement officials. Other people will lie about the level of education they have obtained or where they attended school in order to try to get a job. The key to a successful pre-employment screening is having a company that has experience in the field to conduct those screenings.
The problem I faced with my new employee was that I suspected he was coming to work under the influence of something but I never had enough evidence to require him to take a random drug test. If he was not under the influence, he could possibly have been using substances the night before and had the residual effects in his system. This employee had been hired during our seasonal employment phase and the speed with which we rushed these candidates through I did not believe a proper screening of every person could be completed (Hint: give yourself plenty of time leading up to holidays for seasonal hiring). I had started documenting conversations about my employee’s attendance and performance. I had at least one corrective action form on file for him. Then over the course of two days my problem performer no-call/no showed and a third time would be an automatic termination of employment. On the third day I received a call from the employee’s girlfriend telling me he was in jail and couldn’t call in. I stood by our policy that the employee had to call in unless they were in the hospital or incapacitated. On day four the employee called and gave me a song and dance about how he had been a passenger in a friend’s car and the friend was stopped and marijuana was found so they both went to jail. Of course the employee was totally innocent and had no knowledge of the drugs. Regardless, three no call/no shows and I was rid of my problem. I believe in trying to give people a chance to improve but this guy blew it. Had a proper background check and drug screening been done before he was hired I don’t believe he would have been working for the store in the first place.
Employers, save a lot of time and effort use Loss Prevention Systems Inc. for pre-employment screening that includes testing for drugs and a background investigation. Screen out problem performers before they can get a foot in your door.
Pre-employment screening is important and we can help you with it. Call 1.770.426.0547 and let’s talk.
As an employer, have you ever been in a position where you had an employee who you wished you could turn back the clock on and have them undergo a pre-employment screening? This was a situation I was faced with when I had a member of my team cause me continual headaches. I was a Loss Prevention Manager and had several staff members working for me at any given time. I had an opening to fill and I wanted to give a team member from another department a second chance. The backstory is this particular employee was considered a problem performer and the manager of the department always complained about his work and attendance but never addressed the problem. After several months of listening to the same griping but no corrective action I offered to take the worker onto my team. I said he would either perform and I would develop him or if need be I would follow the proper corrective action steps and fire him. The department manager was more than happy to be rid of his problem and the employee agreed to try something new in L.P. I was cautiously optimistic I could turn him around. This brings me back to the point where I wished I could be sure a thorough drug screening and background investigation had been done before this guy was hired.
Drug screening and background investigation may be terms some of you have heard about but are not completely educated on. Drug screening is a process normally done in the controlled environment of a lab to make sure that collected samples are not tampered with. Mouth swabs, urine tests or blood testing are the most common forms of measurement and can be used for looking for a variety of illegal drugs in a person’s system. Employers may use the results of these tests to disqualify an applicant from consideration for a job. A background investigation is a look into an applicant’s personal history. Investigations may be tailored to an employer’s specific search criteria and may include criminal history checks, education and work history, credit history and prior places of residence. The information obtained by a professional investigator can reveal if an applicant has lied on their application or attempted to cover up their past. Some people move frequently to avoid creditors or law enforcement officials. Other people will lie about the level of education they have obtained or where they attended school in order to try to get a job. The key to a successful pre-employment screening is having a company that has experience in the field to conduct those screenings.
The problem I faced with my new employee was that I suspected he was coming to work under the influence of something but I never had enough evidence to require him to take a random drug test. If he was not under the influence, he could possibly have been using substances the night before and had the residual effects in his system. This employee had been hired during our seasonal employment phase and the speed with which we rushed these candidates through I did not believe a proper screening of every person could be completed (Hint: give yourself plenty of time leading up to holidays for seasonal hiring). I had started documenting conversations about my employee’s attendance and performance. I had at least one corrective action form on file for him. Then over the course of two days my problem performer no-call/no showed and a third time would be an automatic termination of employment. On the third day I received a call from the employee’s girlfriend telling me he was in jail and couldn’t call in. I stood by our policy that the employee had to call in unless they were in the hospital or incapacitated. On day four the employee called and gave me a song and dance about how he had been a passenger in a friend’s car and the friend was stopped and marijuana was found so they both went to jail. Of course the employee was totally innocent and had no knowledge of the drugs. Regardless, three no call/no shows and I was rid of my problem. I believe in trying to give people a chance to improve but this guy blew it. Had a proper background check and drug screening been done before he was hired I don’t believe he would have been working for the store in the first place.
Employers, save a lot of time and effort use Loss Prevention Systems Inc. for pre-employment screening that includes testing for drugs and a background investigation. Screen out problem performers before they can get a foot in your door.
Pre-employment screening is important and we can help you with it. Call 1.770.426.0547 and let’s talk.
