Former navy reservist and contractor, Aaron Alexis opened fire at the Washington D.C. navy base where he worked, killing 13 people. With no pre-written note or additional suspects to interview, investigators now search for answers while others are left wondering the inevitable questions, how and why.
On Monday, September 16 the navy computer technician drove his car onto the base, walked to building 197 and entered with his work-issued security card to open the door, carrying with him a black bag. He would then carryout his attack in the atrium of that building.
At a glance, it is unclear why 34-year-old Alexis snapped, however records show a lengthy criminal history. Alexis was arrested twice and treated for mental health issues like paranoia and a sleep disorder. Family and friends of the shooter say he was dealing with post traumatic stress disorder from his days assisting in the aftermath of the September 11 terrorist attacks.
Alexis had several run-ins with police. He was arrested twice in minor shooting incidents, in Seattle in 2004 and one in Texas in 2010. The Texas shooting led to Alexis’ discharge from the Navy reserves. Sources say it was the last straw in a string of 8-10 misconduct incidents. Following his discharge, he went on to become a defense contractor.
Just last month police in Rhode Island responded to a disturbance call at a RI navy base hotel where Alexis was staying. He told police he was “hearing voices” and said people were stalking him and using a microwave to
“send vibrations into his body.”
On the day of the attack, Alexis had his own government security access card and a legal license for the riffle used to carry out the rampage. Now, more than ever, police are working to make sure safety measures and response plans are in place throughout the region – but what measures should employers take in evaluating workplace violence and employee mental history?
The day following the attack, President Obama called for an examination of security standards specific to government workers and employees. With a history of violence and mental illness, it is unclear why Alexis was issued that security pass and even offered employment on the base for that matter. While the shooter was never formally charged in the RI case, investigators are now looking into where he spent the past several months and they are also looking into his online presence.
It is apparent that there were several red flags when it comes to the behavior of the former contractor turned shooter. U.S. Defense Secretary Chuck Hagel says those red flags may have been missed in the background of the shooter upon his hiring, ordering two reviews of military security and employee screening.
While it is not possible to obtain government background screening records, speculation begs the question, Why did this person with a history of mental health issues work on a government military base?
General Martin Dempsey, Chairman of the Joint Chief of Staff believes those who have served in the military should not be stigmatized by having to answer questions about their health.
At this point in the investigation, the FBI has not yet pinpointed a motive, however the investigation is looking more and more like a case of workplace violence. Alexis was a troubled man prone to angry outbursts.
HR Expert Opinion:
Employers beware – a military clearance doesn’t always show the whole picture. Aaron Alexis’s debt, previous misconduct with firearms, violent tendencies, and mental health problems were all in some way or another covered up (or lied about), while he obtained his security clearance.
The tragedy revolving around Aaron Alexis was certainly a “perfect storm” scenario, in which many factors contributed to the massacre he executed in Washington. However, it is a sad reminder that background screening needs to be done thoroughly – even on ex-military personnel who may have been honorably discharged and cleared by their superiors.
The fact is that many military personnel have trouble adjusting to civil life after their service. It is reported now that approximately one in five people returning from Iraq or Afghanistan have PTSD, as Alexis did; and that in 2012, there were more deaths in the military due to suicide (349) than combat in Afghanistan (295).
The best ways to make sure your business isn’t making a dangerous hiring decision when bringing on ex-military staff are:
- Make sure the interview process is comprehensive – try to get a feeling for what the military service was like for your applicant. See if their mood or demeanor suddenly shifts while talking about their time in the service.
- Make sure you are using a diligent and trustworthy background screening company to vet all your applicants – even if they have a seemingly flawless military record.
- Request that the background screening company develop a list of professional and personal references, rather than relying on the names provided by the applicant. The firm should conduct reference interviews with each person discovered with the purpose of determining whether the applicant would be a good cultural fit within your organization.
