May 1, 2012 | Issue #25
Calendar of Events
05/01/2012 May Day
05/05/2012 Cinco De Mayo
05/13/2012 Mother's Day
05/19/2012 Armed Forces Day
05/27/2012 - 05/28/2012 Shavuot
05/28/2012 Memorial Day
KC Poulin, President & CEO
Tim O'Rourke, Executive VP
Craig Gundry, VP of Special Projects
Chief Mike O'Connor, VP of Protective Services
Maj. Hector Rodriguez, Commander of Uniformed Services
Maj. Mark Puetz, Dir. of Risk Management
Robert Logan, Professional Standards Division
Allison Cox, Executive Assistant to KC Poulin
Chris Jones, IT Manager
Click here for all your safety and security needs.

To support the local effort in creating a safer community, was established to serve as a comprehensive source for information and advice on critical issues of crime and domestic security.
Free Concealed Weapons Training
By Chief Mike O'Connor, VP of Protective Services

The S2 Institute was created so that CIS Officers could receive training at a level that would allow the Officers to be successful on the properties we service.

CIS is pleased to sponsor our clients for FREE Concealed Weapons Classes at S2 for up to two members of your management team and/or staff. This includes HOA board members. Additional members of your team may attend the class at the reduced cost of $65.00. Classes generally take place the first Saturday of the month from 9am to 3pm at S2 locations in Largo, Tampa, and Orlando.

If you are interested in attending, please email my assistant Samantha, with your full name and the date, which you would like to attend. Her email address is:

Also, please feel free to visit the S2 website at:
S2 Safety & Intelligence Institute

See you there!
Contact Us
You may contact the Editor by email at:

Existing and future clients may contact the Chief's Office by email at:

For all other inquiries, please visit our website at:
In This Issue...
Get Ready for Summer
Submitted by: Mark E. Puetz, MBA

For many of our clients the summer brings increases in activity. More often than not, such activity is a good thing. Children playing outside, people out and about more, and staying out later into the evening, are good things. These are indications of people who are comfortable in their community, comfortable on the property. Of course, the other side of that coin is that summer brings dangers too. More people out and about means more opportunities for accidents, or for criminals, or just for mischief in general.  

Moving into the summer should not be a surprise, though. Summers come every year. We should be able to plan for them. We should have a pretty good idea of what activity to expect, just based on what we saw last summer, and the summer before. Here are a few ideas about what sorts of things you might want to consider.

  • Are all of your locks, lights, gates, cameras, or other security equipment in good working order? Have you built necessary acquisitions or repairs into your budget, or coordinated with your supervisors to ensure those are addressed?
  • Have you coordinated with your security service to ensure they will provide you additional officers if you need them? Have you built these increases into your budget, or coordinated with your supervisors to ensure they can be assumed?
  • Have you coordinated with your local law enforcement agency so they can inform you about any trends they are seeing this year that may be different?
  • Have all of your personnel received your most recent and up-to-date training and information about security and safety practices? Have all of your tenants received your most recent and up-to-date information?
  • Are all of your contact and resource numbers up to date?
  • Do you have enough incident reports or forms or other such documents to get you through the season?
  • Are all of your contracts, insurance forms, and other such documents in order?

    Of course, this list is not exhaustive. Itís just a short list of examples, things to think about and prepare for as we move into summer.
  • Difficult Terminations
    Submitted by: Adam Clarke EPS, ATO

    As managers of properties or other businesses you may be faced with a difficult or potentially hostile termination of an employee. Here are some things to consider that may help in easing the transition and preventing any issues at the actual event.

    Most of the time there are indicators leading up to the reason for the termination, learn to recognize the signs that and employee is slipping downhill, these may include:

  • Increase in absenteeism, keeping to themselves
  • Increase in irritability or depression
  • Decreased job performance, arguing with coworkers or supervisors
  • Financial issues
  • Medical issues
  • Issues at home

    Many of these issues if recognized early, can be dealt with before the employee becomes unsalvageable. The key is fostering an environment where employees feel comfortable communicating with management about personal issues or about other employees that are causing concern. Counsel the employee and if available offer the services of an employee assistance program. Remember that in most cases you have invested a lot of time and money in each employee. If however, it is determined that the termination must progress then planning is essential.

    Often a team approach works best in planning the termination; HR and management should work with IT and security to formulate the plan. There are many things that need to be coordinated such as access control, computer and e-mail access and the reaction of the employee and other co-workers. Above all, work at protecting the dignity of the employee to assist with the process.

    Consider offering a severance package to give the employee an incentive toward good behavior post termination. The payment can be broken down over time to ease the financial stress on the employee and the agreement can be worded to prevent any hostile communication between the employee and the company.

    Another consideration is how the other employees will react to the situation, it is always recommended to utilize plain clothed specialists to diffuse the situation and not raise concern among your other employees. This also protects the dignity of the employee at termination.

    Some items to consider and prepare for prior to the termination would be:

    (click to read more)
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