►
Description
Any other questions or concerns can be emailed to countymanager@arlingtonva.us
A
Good
morning,
thank
you
for
joining
us
for
this
discussion
about
workplace
safety
and
security.
Well,
it
seems
like
today
not
very
many
days
go
by
when
we
don't
hear
about
another
incident
of
violence
somewhere
in
America.
The
events
in
Virginia
Beach
on
May
31st
struck
particularly
close
to
home
first,
because
they
were
so
close
to
us
in
Virginia
by
geography,
but
also
because
the
area
of
the
violent
attack
occurred
in
a
place
very
similar
to
one
that
we
come
to
work
in
every
day.
A
Our
discussion
this
morning
will
be
a
format
a
little
bit
different
than
normal,
when
the
county
manager
normally
does
his
chats.
They
are
of
a
range
of
topics
that
are
of
interest
to
you.
This
morning,
we
would
like
to
focus
the
discussion,
focus
the
questions
on
the
topic
of
safety
and
security
in
our
workplace.
We
invite
your
questions
from
wherever
you
are
this
morning
and
we've
assembled
a
team
here
to
answer
those
questions
with
us.
A
This
morning,
county
manager
mark
Schwartz,
our
Director
of
Human
Services,
Anita
Freeman,
our
police
chief
Jay
Farr,
and
our
director
of
employee
assistance
programs,
Tara
Woodridge
I'm
Jim
Schwartz,
with
the
county
manager's
office.
We
want
to
open
these
questions
up
to
you,
which
we'll
do
in
just
a
few
minutes,
but
first
we
have
a
little
bit
of
conversation
that
we
want
to
have
here
on
some
general
topics.
You
should
prepare
your
questions
by
entering
them
into
the
chat
box
that
you
should
see
on
your
screen
and
we
will
get
to
them
very
soon.
A
B
Thanks
Jim
and,
as
everybody
should
know,
I've
sent
out
a
couple
of
messages
since
May
31st
I
think
that,
to
put
put
it
sort
of
very
directly
to
people,
we
spend
10
spend
most
of
our
time
during
a
day
in
the
workplace
and
that
workplace
for
us
could
be
the
specific
building.
We're
in
or
out
in
the
field
and
having
a
sense
of
security
and
safety
is
extremely
important
and
isn't
something
that
we
should
for
granted.
B
I
did
want
to
just
start
off
by
saying
one
other
thing,
which
is
that
I
have
heard
from
several
people
since
the
31st
about
their
anxiety
and
I
wanted
to.
Let
you
all
know
that
we've
been
doing
things
for
a
long
time
to
try
to
improve
security
and
take
steps.
We
have
more
that
we're
going
to
talk
about
today
and
so
I.
Welcome
your
questions
on
that
and
the
one
thing
I
wanted
to
really
focus
on
we're.
B
Not
just
talking
about
the
facility
we're
in
right
now,
which
is
the
Bosnian
governments
and
we're
talking
about
all
the
county
facilities
where
people
work
and
actually,
when
they're
out
in
the
field
and
I,
want
to
make
sure
that
one
message
that,
if
I
can
get
something
across
is
I
want
people
to
feel
empowered.
I
want
people
to
feel
empowered
if
they
have
a
question
or
they
see
something
that
they're
uncomfortable
with
pick
up
the
phone
call
911.
There's
no
shame
there
should
be
no,
no
waiting,
no
hitch
and
doing
that.
B
A
Chief
Farr,
why
don't
you
walk
us
through
some
of
the
aspects
of
safety
and
security
that
you
and
the
police
department
have
been
focused
on
you?
You
do
work
every
single
day
in
the
community
and
around
our
facilities,
but
obviously
Virginia
Beach
has
given
new
attention
that
you've
been
giving
to
this
topic
here
recently.
So
I.
C
Think
it's
really
important
to
remember
that.
There's
a
lot
of
things
have
been
going
on
for
some
period
of
time
in
the
county,
all
around
security,
not
only
physical
security,
but
how
employees
are
trained
to
be
able
to
respond
to
different
issues.
You'll
have
an
opportunity
shortly
to
get
a
brief
sheet
that
will
come
out
to
everybody
as
a
result
of
this
meeting
here
today.
But
a
couple
things
to
keep
in
mind
is
while
I
think
we
have
a
much
we're
more
heightened
awareness
as
a
result
of
what
happened
in
Virginia,
Beach
I.
C
Think
it's
really
important
to
remember
that
some
of
the
core
things
that
I'd
like
to
reinforce
are
is
relevant
today,
as
they've
always
been
some
of
those
around
making
sure
that
you,
for
example,
you
wear
your
badge
every
single
day,
so
we
know
who
our
fellow
employees
are.
When
you
have
people
that
try
to
come
in
the
building
behind
you
to
take
an
opportunity,
it
doesn't
have
to
be
confrontational,
but
you
can
just
simply
ask
how
can
I
help
you
today
and
maybe
at
that
point
in
time,
direct
them
to
the
right
area?
C
Other
things
that
are
available
to
you,
of
course,
are
see
what
I
think
it's
called
see.
Something
say
something:
this
has
been
a
very
large
program
to
the
Washington
Metropolitan
Area,
but
every
time
you
see
something
that
you
think
is
suspicious
or
out
of
place.
We
encourage
you
to
take
the
time
to
call
a
police
department.
I
know
oftentimes.
Some
they'll
get
some
feedback
that
well
we
don't
want
to
bother
the
police
with
some
minor
thing.
I
can
assure
you
we're
out
there
24/7.
C
It
is
a
core
component
of
what
we
do
and
I
would
much
prefer
that
you
call
us
and
give
us
the
opportunity
to
come
out
and
determine
that.
It
really
is
nothing
to
be
worried
about
versus
something
that
we
really
need
to
worry
about.
The
other
thing
that
I
think
it's
important
to
remember
is
that
it's
really
about
planning
on
your
part
and
your
opportunity,
as
you're
sitting
in
your
office
day
or
out
on
the
street
you're
doing
your
job.
C
Take
a
look
at
what's
available
to
you,
be
aware
of
your
surroundings,
be
aware
of
what
resources
are
available
to
you
and
take
a
look
at
some
of
the
opportunities
that
the
county
is
going
to
afford
you
to
be
as
safe
as
possible
in
the
workplace,
a
couple
specific
things
that
have
changed
right
after
Virginia
Beach,
because
there
was
a
much
heightened
anxiety.
The
police
department
working
along
with
the
Sheriff's
Office,
is
now
providing
armed
officers
in
courthouse
Plaza,
but
it
doesn't
just
limit
to
courthouse
Plaza.
C
We
have
also
authorizes
the
use
of
off-duty
officers
to
work
it's
dedicated
to
checking
places
such
as
a
trade
center,
the
libraries
and
other
public
and
government
buildings
around
the
county
to
give
a
opportunity
for
you
to
see
officers
out
on
the
street
and
I
would
also
take
that
as
an
opportunity
to
talk
to
that
officer.
If
you
have
questions
or
concerns,
and
they
can
help
point
you
in
the
right
direction,
good.
A
Thank
You
chief
Anita
and
Tara
I'm
wondering
if
each
of
you
might
share
some
of
the
resources
that
are
available
for
our
workforce,
who
may
be
feeling
grief
or
anxiety
in
the
wake
of
the
shootings
at
Virginia,
Beach
or
specific
concerns
about
their
own
mental
health
or
that
of
others
in
the
workplace.
Terror
I
need
it.
When
we
start
with
you,
okay.
D
Well,
people
who
feel
anxiety
should
take
their
feelings
seriously
and
should
always
feel
comfortable
approaching
a
supervisor
or
the
Employee
Assistance
Program
or
their
Human
Resources
point
person
in
their
department.
It's
normal
at
this
time
to
feel
that
kind
of
anxiety
and
there
should
be
no
shame
associated
with
it.
We
have
a
number
of
trainings
that
are
offered
through
the
county.
D
The
particular
ones
over
offered
through
the
Department
of
Human
Services
are
two
that
I'd
like
to
mention.
One
is
called
mental
health
first
aid,
it's
a
two-day
training
and
it's
offered
to
anyone
in
the
community
who
would
like
to
understand
more
about
the
signs
and
symptoms
of
mental
health,
particularly
anxiety,
depression
and
schizophrenia.
D
At
the
Department
of
Human
Services,
we
have
a
the
the
core
services
provided
for
people
who
are
living
with
behavioral
health
needs,
and
so
the
frequency
of
folks
who
have
issues
related
to
behavioral
health,
come
to
our
campus
over
at
Sequoia
Plaza
to
receive
those
services.
So
we
also
offer
something
for
employees
called
Tova
therapeutic
options
of
Virginia,
which
are
some
techniques,
prevention
techniques.
D
E
The
Employee
Assistance
Program
is
a
free,
confidential
resource
for
every
employee,
as
well
as
for
retirees.
We
really
like
to
be
proactive
in
promoting
health
and
well-being.
That's
emotional,
physical
and
psychological
well-being.
So
anytime,
an
employee
has
concerns
they're.
Welcome
to
call
the
EAP
make
an
appointment.
We
have
to
talk
with
you
about
your
concerns,
help
you
develop
a
strategy
for
addressing
them,
whether
it's
appropriate
to
contact
supervisor
or
Human
Resources,
or
just
work
on
your
personal
feelings
of
anxiety.
We're
there
to
assist
you.
E
The
EAP
is
located
in
downtown
Clarendon
at
28:47,
Wilson
Boulevard,
we're
across
from
Whitlow's
restaurant
and
have
free
parking
which
you
access
from
North
Fillmore.
So
our
goal
is
to
provide
solution,
focus
short-term
counseling
to
address
a
wide
variety
of
concerns,
whether
they're,
personal
or
work-related,
as
Anita
mentioned.
Some
anxiety
is
normal,
particularly
when
there's
been
a
major
incident
impacts.
Our
nation
Gavin
de
Becker
wrote
a
book
called
the
gift
of
fear
where
he
talks
about
the
importance
of
paying
attention
to
your
intuition.
E
A
E
We
are
a
resource
for
supervisors
as
well
for
everyone
at
all
levels
of
the
organization
for
supervisors.
We
provide
a
lot
of
coaching
and
consultation
around
how
to
manage
workplace
situation,
whether
it's
a
team
issue,
an
individual
employee,
that's
concerning
our
conflicts
between
co-workers
that
need
to
be
resolved
before
they
escalate
and
create
problems
for
the
workplace.
Good.
A
Thank
you,
so
we
begun
to
get
some
questions
from
our
workforce.
Who's
been
paying
attention
here.
Our
first
question
comes
from
Yolanda.
She
says:
I've
arrived
on
a
weekend
to
find
doors,
unsecured
or
gates
completely
open.
It
seems
like
a
good
amount
of
the
focus,
is
on
the
Bosman
building.
What
about
the
other
facilities
in
the
county
mark
I'm,
going
to
turn
to
you
on
this
because
you
touched
on
it
in
your
introductory
remarks.
Right.
B
So
we
have
a
number
of
facilities
across
the
county
and
we're
taking
the
security
issues
seriously.
We're
one
thing
that
I
think
Jim
may
actually
be
able
to
speak
to
in
a
little
bit
more
detail,
we're
about
to
introduce
when
I
say
about
to
over
the
next
couple
of
months,
a
new
badging
and
protocol
system,
not
just
for
the
Bosman
Government
Center,
but
all
County
facilities,
and
then
similarly,
we,
as
the
chief
had
said
we're
taking
security
steps
at
all
the
buildings
and
separate
from
that.
B
The
specific
circumstance
you
brought
up
if
you
ever
go
in
and
you
see
something
where
a
door
is
supposed
to
be
locked
in,
it
isn't
immediately
contact
your
supervisor
if
it's
on
a
weekend,
we're
gonna
have
a
resource
page
that
we're
setting
up
that,
where
all
this
information
will
be
available.
But
des
has
a
watch
engineer
which
he
or
she
is
responsible
for
all
the
buildings
in
the
county
on
a
24/7
basis,
call
and
say:
there's
something
wrong
here:
I
need
somebody
to
come
over
and
fix
it,
and
that
person
would
do
that
immediately
and.
A
We'll
have
a
question
unattributed
to
our
employees,
allowed
to
carry
firearms
to
work
and
I
will
feel
empowered
to
answer
that
question.
Our
administrative
regulations
do
prohibit
employees
from
carrying
weapons
and
also
prohibit
them
from
being
on
the
property,
so
you
cannot
have
weapons
even
in
your
car
and
a
parking
lot
somewhere
on
County
property.
A
Alright,
our
next
question
comes
from
big
bossman.
I
saw
the
news
reports
about
how
the
secured
areas
actually
prevented
law
enforcement
from
being
able
to
respond
to
the
active
shooter
in
Virginia
Beach.
How
is
the
county
responding
to
this?
It
seems
like
a
huge
dilemma.
Chief,
our
I'm
gonna
turn
that
one
commute
sure.
C
So,
as
I
know,
I
know
there's
a
projects
underway
as
the
county
continues
to
develop
and
build
out
its
systems
to
allow
access
the
card
reader
access
system
for
the
entire
County.
However,
that's
going
to
take
some
time
to
transition
for
the
entire
county,
so
I
think
it's
important
for
everybody
to
know
out
there
that
in
our
cruisers
we
have
a
number
of
sets
of
breaching
equipment
that
we
carry
with
us
24/7.
A
Okay,
our
next
question
is
around
the
issue
of
security
guards.
Can
the
security
guards
be
permitted
to
carry
defensive
weapons
of
some
sort
if
the
threat
has
a
weapon?
The
security
guard
is
another
target,
entirely
sure
how
to
dissect
that,
but
we
are
looking
at
when
we
bring
on
security
guards
here
at
Bosman.
They
are
intended
to
be
armed.
A
This
was
part
of
the
project
to
look
at
the
renovation
of
the
building,
and
that
is
a
work
in
progress
that
is
currently
being
filled
by
the
police
department
with
their
details
to
the
building
and
the
patrols.
That
chief
are
mentioned
earlier
to
other
county
facilities,
yet
to
be
determined
how
we
still
apply
those
same
security
measures
to
other
buildings,
but
it
is
an
area
of
high
attention.
A
C
So
a
couple
things
one
if
I
could
I
just
want
to
backtrack.
Just
a
second
on
mr.
Schwartz
comments
around
the
security.
Just
you
know
the
security
that
they're
looking
at
here
meets
all
the
dcj
as
to
the
department
of
criminal
justice
certifications,
so
the
quality
and
the
ability
of
the
staff
should
be
extremely
confident
to
handle
any
any
emergency
situation
that
would
arise
here
on
the
county
building.
C
As
far
as
the
community
centers
or
whether
it's
the
school
programs,
the
police
department
works
very
closely
with
our
partners,
both
with
Arlington
Public
Schools
and
with
Parks
and
Recreation,
and
make
sure
that
when
there
are
events
taking
place,
that
we
have
adequate
staff
up
there
to
provide
some
level
of
security
and
certainly,
if
get
any
indication
of
any
kind
of
threat,
matrix
we'll
bring
in
the
appropriate
amount
of
resources
to
address
that
issue
well
in
advance.
So
it's
it's
really
like
everything
else.
A
Mark
I'm
gonna
turn
to
you
for
these
next
actually
two
questions
because
I
think
they're
very
much
related.
They
are
taught
there
are
times
when
staff
at
public
meetings
encounter
passionate
community
members,
whose
passions
sometimes
cross
over
into
rudeness.
How
does
staff
distinguish
between
rude
and
unsafe
and
how
do
we
respect
people's
opinions
and
viewpoints
while
still
insisting
on
civil
behavior
and
then
I
think
perhaps
related
there's
a
follow-on
question
by
someone
else:
that's
asking
about
threatening
behavior
in
the
workplace.
How
do
we
deal
with
that?
A
B
So
I
hope
I
can
cover
all
this.
The
first
question
this
is
something
I've
actually
talked
about
for
a
couple
of
years,
which
is
the
interactions
with
the
community
and
a
focus
not
only
from
me,
but
from
the
county
board
very
directly
that
people
should
be
civil
in
their
discourse.
It's
okay
to
disagree,
but
not
be
disagreeable
when
you're
going
about
it
we're
we
have
an
obligation
to
be
polite.
B
B
We
do
have
a
customer
service
initiative
when
we're
all
about
being
polite
and
helping
people,
and
so
part
of
the
training
that
we're
offering
is,
in
addition
to
the
training
that
needed
talked
about,
and
this
all
be
on.
The
resource
page
is
training
for
people
who
often
interact
with
the
public
about
how
to
handle
situations
like
that,
because
sometimes
it
can
be
just
the
way
you
go
about
answering
the
question
can
help
defuse
a
situation.
B
The
second
question,
which
was
things
that
you
see
in
the
workplace,
for
example,
seeing
pictures
of
guns
I,
would
say:
that's
a
it's
a
different
set.
What
you
should
do
about
that
is,
you
should
immediately,
if
you
have
a
concern,
immediately,
go
to
your
supervisor
and
that
he
or
she
will
make
it
known
to
either
the
police
or
Human
Resources
and
I.
Think
that
requires
some
immediate
attention
and
especially
if
you
feel
like
in
the
context
it's
causing
you
some
anxiety,
that's
the
thing
that's
be
most
most
important.
B
C
I
would
say,
is
I've
actually
had
a
case
like
this
about
a
year
and
a
half
ago
with
a
county
agency.
I
think
the
most
important
part
was
yes,
the
person
was
displaying
pictures
of
weapons,
and
this
in
this
case
it
was
someone
who,
for
lack
of
better
terms,
so
much
maturity,
issues
and
very
much
into
hunting
very
much
into
the
into
different
aspects
of
that
it
was
not
meant
to
be
a
threatening
way,
but
the
employee
and
the
management
over
there
did
the
exact
right
thing.
They
asked
the
police
department
to
come
over.
C
We
had
an
opportunity
to
talk
our
way
through
it.
Ultimately,
there
was
a
conversation
with
the
employee
to
sort
of
find
out
the
background
behind
this,
and
once
he
was
made
aware
of
it,
he
discontinued
the
activity.
However,
if
we
had
a
similar
like
situation
where
it
became
more
aggressive
or
more
threatening,
we
would
work
with
that
department
to
make
to
look
at
what
our
options
might
be
as
far
as
whether
it's
becoming
disruptive
to
the
workplace
or
some
other
avenues,
but
that,
but
I
would
encourage
you.
A
Good
mark
we're
back
to
you
because
the
couple
of
questions
here
that
again
intersect
the
first
is:
how
do
you
intend
to
achieve
a
balance
between
open
government
with
easy
access
for
all
and
the
current
curity
needs?
Will
the
public
still
feel
welcome
in
the
building
if
they
encounter
armed
police
officers
and
such
and
then
somebody
is
also
asking
about
the
installation
of
glass
that
separates
employees
from
the
public
for
front
desk
activities?
A
B
So
this
sense
of
balance,
which
I
think
is
important-
you
know
we
is
where,
as
we
are
concerned
about
security,
we
do
not
want
to
move
to
a
situation
where
people
cannot
come
and
interact
with
their
government
and
I
think
that
right
now
we're
trying
to
calibrate
that
balance.
I
will
just
give
you
a
few
examples.
B
Since
last
week,
when
we've
had
a
police
officer
in
at
Bosman,
do
I
think
that
that's
upset
the
balance
actually
I
think
it's
improved
the
balance
about
public
access,
I've
heard
from
the
people
sitting
at
the
front
desk
in
the
lobby
and
also
from
people
who've
come
in
and
interacted
with
residents.
They've
seen
some
circumstances.
B
There
was
a
situation
where
an
individual
right
outside
the
building
was
wearing
a
gas
mask
and
carrying
a
backpack
and
in
that
without
a
security
presence,
normally
I
think
that
would
have
scared
some
people
away
from
coming
into
the
building
employee,
went
right
to
the
officer
and
reported
it
and
was
able
to
take
care
of
it.
So
I
think
that
it
can
work
actually
to
increase
the
sense
of
welcoming
and
security.
Remember.
This
is
not.
We
do
not
have
a
platoon
of
police
officers.
B
This
is
one
person
who
is
trying
to
add
something
and
again
we
cannot
provide
perfect
protections,
so
we're
gonna
keep
working
at
that
and
make
sure
that
people
feel
welcomed
at
the
same
time
with
providing
them
some
sense
of
security.
This
question
about
glass,
I
will
sort
of
start
with
it.
I'm
gonna
see
if
the
chief
wants
to
add
anything.
B
You
know
we
have
a
number
of
people
who
directly
deal
with
the
public
every
day,
sometimes
out
in
the
field
where
they
don't
have
the
opportunity
to
have
any
sort
of
physical
barrier
between
themselves
and
the
people
they're
working
with.
We
also
have
people
right
now
on
the
treasure
in
the
Commissioner's
Office
who
receive
payments
from
people
who
do
have
some
protection,
and
we
have
a
number
of
people
who
are
dealing
directly
with
customers
who
do
not
have
any
sort
of
physical
barrier.
B
I
will
tell
you
that
at
this
point
and
I'm
gonna
ask
Anita
also
to
add
something
because
she
looked
at
this.
We
are
not
anticipating
or
planning
to
move
to
a
situation
where
every
employee
is
behind
some
sort
of
class
I
think
that
actually
would
be
overdoing
it.
That's
my
take
on
it
we're
willing
to
hear
from
people
if
they
feel
differently
about
it.
I
think
that
would
be
a
big
change
and
the
way
things
are
being
done
and
asked
Anita
to
answer
this,
because
she
handled
this
question
directly
at
her
workplace.
D
D
C
If
you
start
to
anticipate,
there's
some
level
of
a
threat,
remove
yourself
from
that
situation,
move
back
from
the
glass
and
have
a
good
communication
strategy
to
notify
us,
but
for
a
lot
of
folks,
as
they
know
that
they
work
out
in
the
field.
So
the
most
important
thing
you
can
do
that
there
is
keep
good
communications.
When
you
go
out
in
the
field.
Let
people
know
where
you
are,
what
you're
doing
and
at
any
time
you
start
to
feel
uncomfortable
in
a
situation
and
I
fully
agree
with
the
county
manager.
C
A
We
got
a
question
from
s
who
I
think
is
asking
a
question
that
is
it
sort
of
fits
within
some
of
the
shifts
and
greater
emphasis
that
we're
putting
on
this
topic.
And
the
question
is:
have
you
considered
a
chief
security
officer
who
could
oversee
all
of
the
the
changes
that
we
are
contemplating
or
have
already
put
in
place
and
Mark
you've
discussed
this
a
couple
of
times
all
right?
So.
B
It's
also
the
focus
on
mental
health
and
the
circumstances
around
how
supervisors
are
handling
situations
so
I
know
a
lot
of
the
questions
so
far
have
been
about
steps
we're
taking
to
physically
secure
the
workplace,
but
you
know
the
answer
will
be
there's
a
lot
going
on
here.
It
cuts
across
many
departments
having
a
point
person
to
focus
on.
That
is
absolutely
something
we're
going
to
and
I
just
want
to
drive
home
the
point
again:
it's
not
just
about
the
physical
security,
it's
about
the
mental
well-being
of
the
workforce
and
the
population.
B
You
know
the
situation
in
Virginia,
Beach
is
tragic
and
I
would
say
that
the
best
way,
perhaps
in
hindsight,
will
find
to
have
dealt
with
the
situation
was
not
through
physical
security
but
through
increased
attention
to
mental
health.
So
the
answer
is
yes
and
it's
going
to
be
broader
than
security.
Good.
A
E
Would
encourage
employees
to
go
to
the
next
level
supervisor
and
certainly
in
the
EAP
is
always
there
as
a
resource
to
help
you
figure
out
a
plan.
Hr
is
also
a
resource,
so
the
bottom
line
is.
You
should
not
feel
like,
because
it's
my
supervisor
I
don't
have
recourse.
You
can
always
go
above
that
person
go
to
HR
come
to
EAP.
Let's
talk
about
a
plan
for
helping
to
resolve
the
issue.
That's
concerning
good,
thank
you
and.
A
D
Do
well
there's
there's
sort
of
a
you
know,
an
approach
based
on
severity
of
the
kinds
of
conversations
that
are
occurring,
I
would
say.
The
first
thing
is
to
try
and
deescalate
the
conversation
and
demonstrate
to
the
client
or
the
person
on
the
phone
that
you're
an
ally
that
you're
understanding
that
you
understand
to
the
best,
your
ability,
their
situation
and
the
difficulty
that
they're
encountering,
of
course,
similar
to
what
chief
Farr
said.
If
it's
abusive
language
and
threatening
language
I
think
it's
perfectly
reasonable
to
say,
I'm.
D
D
The
third
thing
I'd
like
to
say
is
that
if
there
is
a
repeated
behavior
of
abusive
language
or
emails
coming
from
the
same
individual,
those
issues
should
be
reported
to
the
supervisor,
to
the
bureau
chief
or
division
chief,
and
you
can
also
submit
those
kinds
of
online
emails
and
command
complaints
about
phone
calls
to
the
non-emergency
police.
Actually,
you
can
do
it
even
via
email,
and
they
will
at
least
have
a
record
of
what's
going
on,
so
that
they
can
have
a
path
to
demonstrate
that
there's
a
continued
pattern
of
behavior.
A
Thank
you
mark.
We
have
a
question
regarding
what
types
of
drills
do
we
do
or
plan
to
do
and
I
think
it's
safe
to
say
based
on
some
of
the
previous
conversation
we've
had.
This
is
not
an
enterprise-wide
practice
of
doing
these
kinds
of
drills.
We
do
exercises
around
tornados
and
earthquakes
and
fire
drills.
What
thoughts
do
you
have
about
drills
for
these
kinds
of
emergencies?
A
B
I
would
say
that
there
isn't
one
place
where
I
can
go
as
manager
and
find
out
how
often
drills
are
done
in
each
of
the
specific
facilities.
So
that's
something
we
need
to
work
on,
pull
the
information
together
and
in
this
building.
I
know
that
least
on
a
semi-annual
basis.
We
do
an
evacuation
drill.
We
need
to
I,
think
do
more
of
that
and
determine
how
we're
going
to
incorporate
that
across
a
number
of
facilities,
we're
also
taking
a
look
at
and
I
think
Jim.
B
You
could
speak
to
this
a
little
bit
on
how
we
actually
do
evacuations
and
trying
to
bring
some
equipment
where
there
are
special
chairs
that
we
need
for
improving
our
ability
to
evacuate
a
lot
more
in
the
way
of
drills
and
also
separate
from
drills
and
gonna.
Ask
you
to
speak
about
this
Jim.
There's
the
question
of
not
actually
going
through
a
full-blown
drill
where
we
evacuate
floors.
B
A
The
first
thing
that
I
would
talk
about
is
that
some
employees
have
already
taken
advantage
of
a
class
that
we
developed
here
in
Arlington,
and
it
is
actually
getting
some
national
attention.
It's
called
until
the
help
arrives,
and
this
is
the
idea
that
citizen
bystanders
can
actually
do
more
to
affect
good
outcomes
in
incidents
of
trauma
or
violence,
though
the
professionals
will
always
be
responding.
You
know
via
9-1-1
call
or
their
awareness.
A
It
is
really
the
bystander
that
can
provide
the
most
amount
of
assistance,
so
until
the
help
arrives
teaches
people
what
exactly
to
do
it
sort
of
counters
a
lot
of
information.
That's
been
passed
along
over
the
last
couple
of
decades
and
its
really
useful
training
for
both
the
workplace
and
your
private
life.
So
look
for
future
offerings
of
those
courses.
A
We
are
having
conversations
with
public
safety,
communications
and
emergency
management
around
how
they
can
add
to
the
number
of
those
classes
being
offered
and
then,
subsequent
to
that,
we
are
in
the
process
of
planning
for
the
installation.
Sad
as
this
is
to
say,
the
installation
of
boxes
that
will
be
strategically
located
throughout
our
workplace,
they
will
have
in
each
of
these
boxes,
will
have
in
them
equipment
to
be
used.
A
E
A
great
question,
so
part
of
it
I
think,
is
really
looking
at.
What's
going
on
in
your
workplace
and
understanding
what
the
concerns
are
working
with
your
supervisor
and
HR
to
develop
the
environment
that
you're
looking
to
have.
If
you
are
in
a
customer
facing
position-
and
you
end
up
with
a
lot
of
situations
where
there
are
conflicts,
you
can
have
training
on
how
to
de-escalate
people.
Many
people
call
with
an
issue.
E
Those
who
are
out
of
control
and
very
upset
generally
have
a
specific
concern,
and
they
just
want
to
be
heard
so
often
this
language,
you
can
use
to
de-escalate
people
and
help
them.
So
we
can
provide
training
to
help
you
with
that.
Each
individual
needs
to
work
on
their
own
well-being
and
develop
their
resilience.
We
can
talk
about
how
we
build
team
relationships
to
improve
the
workplace
environment,
so
it's
really
a
comprehensive
approach
to
first
taking
care
of
yourself
and
ensuring
you
bring
bringing
your
best
self
to
work.
E
A
I
think
that
really
that
really
highlights
the
idea
to
what
we're
talking
about
here
is
a
lot
of
a
lot
of
the
human
factors.
We're
not
going
to
be
able
to
harden
buildings
in
a
way
to
eliminate
all
the
risk
associated
with
the
public
workspace.
But
we
can,
in
fact
you
know,
through
our
work
together,
still
create
a
positive
and
productive
atmosphere.
Absolutely.
E
B
You
know
Arlington
Va
us,
because
the
one
thing
I
have
noticed
this
always
happens
in
these
kinds
of
situations
where
people
have
a
little
bit
of
information
about
something
that
was
said
here
and
they
talked
to
their
co-workers
about
it
and
tends
to
get
amplified
perhaps
misconstrued
and
there's
a
lot
of
a
lot
of
concern
and
anxiety
tends
to
ramp
up
anxiety
in
the
workplace.
So
we're
strongly
encouraging
everybody.
If
you
hear
something
here,
you
don't
get
a
chance
to
hear.
A
B
First
off
remember
what
we
said:
if
you
are
afraid,
that's
usually
coming
from
a
place
of
sincerity
inside
yourself
and
you
need
to
take
it
seriously.
You
should
immediately
talk
to
somebody
a
supervisor
or
you
should
call
EAP
or
as
needed
HR
or,
if
necessary,
the
police,
so
unis
I
would
encourage
you
all
to
walk
through
that
that
tick
list
and
go
in
in
that
order
and
I'm
gonna
ask
Tara
or
Jay
or
a
need
if
they
have
anything
they
want
to
add
about
that,
because
you
know
they
work
with
employees
all
the
time.
B
E
Certainly,
the
supervisor
is
the
first
place
to
go
if
you're
concerned
about
a
colleague
to
express
your
concerns
and
figure
out.
What's
the
best
plan
for
resolving
those
concerns,
EAP
is
an
additional
resource
for
you
as
an
individual
as
well
as
for
your
supervisor.
So
we
want
to
look
at
why
you're
concerned.
What's
behind
that
and
then
what's
the
best
approach
based
upon
the
specific
situation
and
sometimes
we're
concerned
for
a
wide
variety
of
reasons.
C
If
we
can
arrest
somebody
many
times
there
is
an
emotional
or
mental
health
crisis
going
on
about
80
percent
of
our
agency
now
is
Crisis
Intervention
trained
when
they
get
down
there.
They
can
help
you
or
the
manager
work
through
this
problem
and
help
work
through
and
I
would
generally
say
in
a
way
that
we
can
work
collectively
with
our
DHS
partners
to
make
sure
we
provide
the
best
service.
A
Alright,
chief,
we're
gonna
stick
with
you
for
this
next
question,
because
I
think
this
is
a
this
is
an
issue
that
obviously
we're
contending
with
in
society.
If
not
here,
then,
certainly
in
too
many
places,
given
the
current
issues
of
many
citizens
in
the
public
calling
police
on
people
living
while
black,
how
does
your
advice
of
calling
police
more
often
avoid
bias
and
discrimination?
Well,.
C
I
think
the
police
department
is
very
conscious
of
the
areas
that
we
respond
to
and
why
we
respond
to
a
call,
and
there
may
be
an
opportunity
where
someone
calls
us
and
you're
right
there.
There
are.
There
are
folks
that
will
call
the
law
enforcement
agency
that
come
out
and
talk
to
somebody
because
they
see
somebody
of
color
in
their
neighborhood.
C
That
does
not
mean
that
when
the
police
respond
out
to
that
situation,
they
don't
have
a
conversation
with
the
individual
and
are
very
clear
as
to
why
they
got
the
call
and
what
the
circumstances
were
surrounding
it,
and
hopefully
it
can
go
back
and
work
with
the
individual
who
made
the
initial
call
if
they
call
anonymously
we're
going
to
deal
with
the
person
to
call
this
in
if
they
call
and
have
an
actual
complaint.
We'll
work
through
that
I
can
understand
that
brother
be
some
sensitivity
that
revolves
around
that.
A
D
We
will
we
typically
advertise
training
through
the
Arlington
County
Learning
Center,
the
one
called
mental
health.
First,
aid
training
is
offered
to
the
community
the
best
person
to
call
for
mental
health.
First
aid
training,
I,
would
say
if
you
want
a
specific
training
offered
for
your
department
or
your
or
your
Bureau
or
team,
would
be
to
contact
Curt
Larrick
who's,
our
communications
officer.
D
We
have
a
number
of
staff
within
the
Department
of
Human
Services,
who
are
Tova
trainers
and
are
certified
to
provide
the
training
to
other
departments
or
other
groups
of
people,
and
so
I
would
also
say
a
call
to
Curt
Larrick
at
seven,
oh
three,
to
two
eight
one.
Seven
seven
five
would
be
a
way
to
start
the
ball
rolling.
If.
B
I
could
add
one
thing
on
the
point
that
you
raised,
which
is
you
know,
our
DHS
staff
are
full
up
and
busy
right
now
doing
all
that
kind
of
work.
It's
going
to
require
additional
resources
and
I'm
committed
to
you
know,
adding
whatever
staff
or
contractor
sources
we
need
to
do.
We're
also
gonna
need
to
take
a
look
at
the
continuum
of
training
that
we
do.
There's
I
would
say
you
know
the
whole.
You
know
having
people
go
to
a
30
day.
Class
clearly
would
be
too
much.
There
are
some
jurisdictions.
B
Charles
County,
for
example,
requires
every
employee
in
the
county
to
have
some
level
of
training
I'm,
giving
that
some
consideration,
and
also
adding
that
into
orientation
that's
going
to
require
some
resources.
I
would
ask
people
to
take
advantage
of
the
resources
we
have
now
but
be
patient
because,
as
efficient
as
I
know,
Kurt
is
and
the
staff
is
at
DHS.
We
are
not
in
a
situation
where
we're
going
to
be
able
to
train.
You
know
3,000
people
over
the
next
month
or
two
months.
B
This
is,
we
have
to
stay
in
this
for
the
long
haul
and
take
a
very
different
approach
and
we
have
had
our
police
or
fire
sheriff's.
Our
Human
Services
staff
and
a
few
other
selected
staff
focus
on
this
kind
of
training.
We've
added
training
as
part
of
our
customer
cares
approach,
but
we
need
to
do
a
lot
more
so
that
everybody
feels
at
least
comfortable
exercising
some
of
those
those
tools.
So.
A
A
You
know,
if
you
have
a
text
receiving
device,
and/or
email,
you
will
get
emergency
notifications,
it's
extremely
important
that
employees
update
their
contact
information
to
ensure
that
they
have
if
they
have
a
cellphone
that
that
that
is
that
information
is
current,
so
they
can
receive
those
alerts.
We
are
also
looking
at
some
additional
mechanisms
to
alert
the
workforce
to
something
going
on
in
a
specific
workplace
more
to
come
on
that,
but
it's
it
is
some
new
tools
and
some
tools
that
exist
that
we've
not
really
broadcast
or
gotten
employees.
A
You
know
to
fully
take
advantage
of
an
example.
Is
your
desks
at
telephone
being
used
as
and
intercom,
and
we
also
are
aware
that
there
are
tools
out
there
at
our
that
we
can
make
available
to
alert
your
computer
screen,
so
we'll
be
looking
at
all
of
those
kinds
of
things,
so
that
situational
awareness
is
really
enhanced.
If
we
have
something
occurring
in
in
one
of
our
work
in
one
of
our
workplaces,
I'm
gonna
turn
to
first
Anita
and
then
chief
our.
Could
we
got
a
question
about?
D
So
the
police
department
and
JE
can
comment
more
about
who's,
taken
it
at
the
police
department,
but
we've
also
trained,
for
example,
the
Washington
Metropolitan
Area,
the
sorry,
the
metro
area,
police,
Pentagon,
Police,
Airport,
the
police
and
it's
a
comprehensive
training
that
enables
people
in
the
area
of
law
enforcement
to
understand
people
who
are
going
through
mental
health
crises
and
how
that
may
present
itself
in
a
crisis
situation.
And
what
are
the
appropriate
steps
to
take?
Do
you
want
to
comment
more
chief
about
no.
C
I
just
point
out
that
the
the
system,
the
way
it's
set
up
right
now,
is
really
designed
for
a
law
enforcement
and
sort
of
the
unique
environment
we
work
in
to
better
prepare
officers
to
deal
with
people
in
mental
health
crisis.
However,
I
know
that
there
are
some
opportunities
or
programs
out
there
that
are
geared
more
towards
the
civilian
workforce
and
I
believe
that
we're
going
to
explore
those
and
we'll
be
getting
back.
What
those
might
be
good.
A
A
What
we'll
be
doing
is
standardizing
across
the
entire
enterprise
in
all
workplaces,
the
same
identification
card,
and
that
card
will
also
be
the
card
that
will
be
put
towards
a
reader
and
give
you
access
to
where
you
need
to
go.
A
lot
of
discussion
in
Bosman
has
been
around
access
to
conference
rooms.
So
that's
an
example
of
where,
if
you
have
a
conference
room
that
you
have
registered
use
for
your
employee,
ID
will
be
the
access
card
that
gets
you
into
that
conference
room
at
the
appointed
time
at
the
at
the
approved
time.
A
A
This
is
actually
an
area
that
very
much
relates
to
safety
in
the
form
of
the
question
here
it
had
to
do
with
what
do
we
do
with
the
dismissed,
employee
or
the
employee
that
is
separated
from
employment,
and
so
what
we
envision
is
some
kind
of
process
that
would
immediately
deactivate
the
access
capabilities
on
that
Ivy
card.
Even
if
we
don't
retrieve
the
card,
we
would
take
it
out
of
the
system
and
use
that
as
a
way
to
prohibit
people
getting
access
back
into
those
portions
of
the
building
that
may
have
restricted
access.
A
As
for
how
we
do
this
in
other
buildings,
that's
all
going
to
be
I,
think
more
up
to
the
different
departments
to
meet
their
service
needs
and
that'll
be
one
of
the
discussions
that
we
have
with
them.
And
then
the
last
portion
of
this
question
had
to
do
with
the
use
of
metal
detectors
or
magnetometers.
As
you
see
at
the
airport
people
having
to
go
through
a
detector
in
order
to
get
in
the
building
or
get
to
a
certain
portion
of
the
building,
we
actually
had
that
discussion,
probably
about
a
year
ago.
A
If
you
don't
recognize
them
or
they're,
not
properly
identifying
themselves.
This
is
really
about
us.
Just
taking
the
practices
really
to
to.
You
know
influence
in
a
proactive
but
still
positive
way
about
the
safety
and
security
of
our
incident
for
our
workplace.
I'm.
Sorry,
we
are
dwindling
on
the
number
of
questions
here.
We've
got
a
couple,
others
that
have
come
in,
including
one
I
think
we
touched
on
before
about
any
situation
with
an
active
shooter.
Can
you
text
9-1-1?
If
you
want
to
talk
about
that,
just
a
little
bit,
I.
C
C
The
ability
to
call
ACC
and
give
them
information
is
critical
for
the
responders
to
get
a
better
sense
of
what
they're
getting
into
and
what
their
proper
and
appropriate
response
would
be
and
where
they're
gonna
go
so
I
know,
ECC
has
very
limited
capabilities
right
now,
with
the
text
911
one
but
again,
I
would
really
encourage
that
you
use
your
phone
and
give
them
a
call
in
that
emergency
number.
So
we
can
really
get
a
good
situational
awareness
of
what
we're
coming
to
yeah.
A
I
think
when
we
first
rolled
out
text
to
nine
one
one,
a
couple
of
years
ago,
Public
Safety
communications
and
emergency
management,
their
messaging
was
call
if
you
can
text,
if
you
must
so.
Certainly
if
you're
in
one
of
those
situations
in
which
your
your
safety
is
at
risk,
texting
is
a
is
a
is
a
useful
option.
A
All
right,
we
are
out
of
new
questions
here,
I'm,
just
checking
back
to
see
so
I
think
what
we'll
do
was
in
our
few
minutes
remaining
is
first
off,
let
all
of
the
viewers
everybody
who
has
texted
in
know
that,
as
we
said
at
the
beginning,
we
are
creating.
You
know
this
is
all
this
information
has
been
captured
and
it
will
be
shared
through
SharePoint
here
very
soon.
B
Thing
I
wanted
to
add
before
we
do
that
before
we
wrap
up
here,
which
is
that
people
may
have
additional
questions
that
they
want
to
ask
and,
as
I
said,
the
mailbox
is
one
way
to
do
it
another
one.
Another
way
to
do
it
is
I've
always
been
making
myself
available
to
meet
with
small
groups,
with
a
brown-bag
lunch
I'm
happy
to
get
together
with
groups.
B
I
will
be
spending
some
time
not
only
meeting
with
groups
of
employees
at
various
buildings,
but
this
is
the
summer,
so
I'll
be
getting
out
and
talking
to
employees
in
the
field,
a
lot
of
whom
don't
have
the
opportunity
to
participate
and
sort
of
this
give-and-take
and
have
direct
conversations
with
them.
But
again
you
should
feel
free
to
reach
out
to
anybody.
B
D
Like
to
add
something
also
for
the
community
as
a
resource,
if
you
or
someone
that
you
know
is
experiencing
a
mental
health
crises,
we
have
a
24/7
hotline
and
there
are
staff
available,
24/7
mental
health
therapists
at
7:03,
two
to
eight
five,
one,
six,
zero.
We
refer
to
that
a
section
of
our
department
as
emergency
services.
We
have
trained
and
licensed
clinical
therapist
s--,
who
couldn't
can
help
that
individual,
with
whatever
crisis
they're
going
through.
D
We
also
have
a
warm
line
right
now,
which
I
don't
know
the
number
of,
of
course,
but
for
substance,
abuse
issues
and
folks
who
would
like
to
speak
with
someone
in
a
confidential
way.
We
have
established
a
warm
line
where
peer
specialists,
people
who
have
experienced
through
experience
in
substance
use
disorders
and
are
in
the
process
of
recovery
or
already
recovered,
will
provide
with
a
warm
listening
person
who
will
guide
you
towards
resources
that
are
available
to
address
your
needs.
A
You
know
the
pessimism,
you
know
our
concerns,
you
know,
but
but
obviously
EAP
is
a
great
resource
for
us
in
terms
of,
as
has
already
been
mentioned
in
one
of
the
earlier
questions,
the
positivity
of
the
work
that
we
do
together
and
so
I
just
thought
I
would
give
you
the
the
chance
at
the
first
closing
remarks.
Thank.
E
E
We
are
conveniently
located
in
downtown
Clarendon
in
the
Marshall
building
28:47
Wilson
Boulevard.
So
we
also
have
on
our
web
site
an
opportunity
to
ask
an
EAP
professional,
a
question,
so
you
can
go
to
that
section
type
in
your
question.
You'll
get
a
response
from
one
of
our
professionals,
so
we
encourage
everyone
to
give
us
a
call
and
find
out
what
resources
we
have
available
come
and
visit.
We
provide
a
warm
welcoming
environment
to
help
you
focus
on
achieving
good
well-being,
good
Chi.
A
C
For
closing
here,
the
only
thing
I'd
like
to
point
out
is
that
you're
going
to
get
a
sheet
that
has
some
information.
It's
a
safety
security
preparedness
sheet.
It
does
have
links
to
the
employee
alert
system.
So
if
you've
not
signed
up
I
greatly
encourage
you
to.
It
also
has
a
linked
for
which
mr.
Schwartz
or
Jim
Schwartz
mentioned
about
until
help
arrives.
C
They'll
get
you
when
the
classes
are
plus
the
police
department
has
dedicated
resources
that
are
going
to
be
available
to
business
community
into
those
out
in
the
government
community
for
the
active
shooter
programs
that
we
do
on
an
ongoing
recurring
basis,
so
captain
Wayne
Vincent
of
the
police
department,
it's
a
point
of
contact
for
that,
we'll
make
sure
it
gets
on
the
info
sheet.
So
those
are
available
to
you
at
any
time
and
I
would
be
remiss
to
not
least
to
take
this
opportunity
to
say
you
know
the
most.
C
Probably
the
most
important
thing
for
us
is
that
you
have
really
good
awareness
of
your
surroundings
and
what
you're
doing
I
see
many
times.
I
walk
around
the
county
with
people
heavily
invested
in
the
cell
phone
and
the
earbuds
on
I
would
encourage
you
to
put
that
aside
during
the
work
hour.
So
you
really
know
what's
going
on
around
you,
so
take
advantage
of
that
and
understand
you
have
the
resources
available
as
needed.
I.
B
Are
you
Sofer
I
want
to
thank
everybody
who
joined
I've
joined
on
the
panel
today
and
everyone
out
there,
who's
been
working
on
a
lot
of
these
issues.
I
did
want
to
make
sure
to
let
everybody
know.
I've
actually
had
a
conversation
with
each
of
the
county
board
members.
They
have
made
it
clear
that
you
know
there.
Whatever
resources
we
need
by
way
of
security
or
by
the
counseling
and
mental
health
part
of
the
equation.
We
will
see
our
clear
our
way
clear
to
it.
B
I
again
want
to
emphasize
what
everybody
has
said
to
have
a
sense
of
personal
empowerment
here
which
helps
to
deal
with
the
anxiety,
I.
Think
it's
really
important
I
will
let
you
know
for
me
personally:
I
have
taken
the
until
help
arrives
class
as
much
as
it
was
unsettling.
I
know
how
to
stuff
a
gauze
bandage
into
a
wound.
We've
done
the
run,
hide
fight,
training,
I'm,
going
to
be
signing
up
for
some
of
this
other
training
I
encourage
you
all
to
do
that
and
it
just
as
a
final
point.
B
This
is
a
work
in
progress.
We're
going
to
do
the
best
we
can.
We
will
continue
to
welcome
your
input
and
your
thoughts
and
wanted
to
let
you
know
that
we
take
this
as
seriously
as
you
do,
because
we're
in
the
same
place,
you
are
we're
all
in
the
workplace
in
the
community
together.
So
I
wanted
to
thank
everybody
for
all
the
hard
work
they're
doing
and
with
that
I'm
going
to
turn
it
back
to
Jim.
Well,.