Workplace Violence Overdose in Orlando

The day after Fort Hood, a former employee, armed with a gun, went back to his workplace in Orlando and killed one employee, wounding five others. The shooter was Jason Rodriguez, an engineer. The former employer was Reynolds, Smith & Hill, an architectural design firm. (Click here, here, here and here for more.)

This incident of violence is particularly disconcerting, because Rodriguez had been terminated for performance issues two years earlier and had had no contact with his former employer since. Twice divorced, he had been through a recent bankruptcy and was working at a Subway restaurant. When a reporter asked why he did it after his arrest, Rodriguez said, “Because they [his former employer?] left me to rot.”

As was the case at Fort Hood, several problems had accumulated over time. Overloaded with stress, both shooters possibly snapped. According to his court-appointed lawyer, Rodriguez is “very mentally ill.”

Two years is a long time to wait to become violent with your employer. At Fort Hood, Major Nidal Hasan’s  work problems were current. The Orlando incident shows the scary unpredictability of workplace violence.

It was undoubtedly difficult for an engineer to take a job at Subway. His domestic and financial worlds were in shambles. But why blame all his troubles on his former employer?

Nothing justifies workplace violence, whether it occurs the day after termination or two years later. It serves as a reminder, however, of how important a job is. Sometimes, a job defines a person. He spends more time working than doing anything else. It’s what allows him to make ends meet. Its loss should never been underestimated.

A firing is serious business. The way it’s handled is critical. For all we know, the termination of Mr. Rodriguez was done perfectly, but it ended tragically. When firing an employee, be mindful that he may be one of those fragile people who’ll snap. We can only do our best, but it’s important that we do that.

Learn more at the audio conference Preventing Workplace Violence: Legal and Practical Steps for Employers