Hannah Freeman, a 27-year-old employee of North Ridgeville City Schools in Ohio, was indicted on multiple felony charges, including menacing by stalking, burglary, and identity fraud. The charges stem from incidents involving her ex-boyfriend, which began on November 06, when she allegedly stole two backpacks containing computers and a wallet from his car. The estimated value of the stolen items was $1,100.

Freeman was arrested on November 07 after allegedly following her ex-boyfriend to his job and sitting inside his vehicle. Police used Flock cameras to track Freeman's vehicle at the victim's place of work at least 33 times over the past 30 days. Following her arrest, Freeman was placed on administrative leave by the district.

The school district stated that the matter does not pertain directly to school activities but is committed to cooperating fully with law enforcement.

Source: https://www.wkyc.com/article/news/local/cuyahoga-county/hannah-freeman-north-ridgeville-school-employee-indicted-stalking-stealing-ex-boyfriend-westlake/95-f5e58b6a-dc3a-4f77-8bc3-7945d386f3e9

Commentary

The source claims one of the charges is for "menacing stalking".

Stalking is a crime involving repeated and unwanted attention, harassment, or contact directed at a specific person. It can include following someone, showing up at their home or workplace, sending unwanted messages or gifts, and other behaviors that cause fear or distress.

The key element is that the behavior is persistent and makes the victim feel unsafe. Laws vary by jurisdiction, but stalking is generally considered a criminal offense and can result in severe penalties.

In the above matter, the crime was committed outside of the scope of employment. Even so, employers should act including:

• Understanding the nature of the allegations and gather relevant information. This may involve speaking with the accused employee, the victim, and any witnesses.
• Ensure that the employer's policies on harassment and stalking are up-to-date and clearly outline the procedures for handling such allegations.
• Based on the findings of law enforcement, take appropriate disciplinary action, which may include warnings, suspension, or termination of employment.
• Provide training and resources to educate employees about stalking, harassment, and the company's policies on these issues.

The final takeaway is to also seek advice from legal counsel to understand the legal implications and ensure compliance with relevant laws.