Employee of the Month: Arby’s Worker Grabs Glock, Sends Robber Into Riverbank

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Ever heard of the Peter Principle? Well this dude obviously reached it very early in life. Now, I’m sure he’s leaving others guessing. They will think twice before they rob this Arby’s next time.

In Michigan, one particular individual decided to choose criminality as his vocation. He also decided he was going to rob an Arby’s at gunpoint.

But the tables turned. Instead, he ended up being the one held at gunpoint. Talk about a role reversal.

According to the New York Post, the suspect entered a Sterling Heights Arby’s last Monday at about 9 a.m. Sterling Heights police Lt. Mario Bastianelli said he put a gun in the faces of the three employees and told them to give him their “morning startup money.”

“So they turned the money over to the suspect and he takes off on foot,” Bastianelli said. “Three employees then chased after him, into a nearby wooded area before calling police.”

According to Michigan Live, Marcia Rabideau, the restaurant’s director of operations, could see the armed robber getting away. So, she grabbed her Glock 9mm and got in her Dodge Charger and took off on a chase.

Just to make things clear, this is the restaurant’s director of operations and she apparently disposed herself as if she was one of the guys trying to track down Steve McQueen in “Bullitt.” If that doesn’t make you want to go to Sterling Heights and order an Arby’s roast beef sandwich just to support this woman, nothing will.

Thankfully, Rabideau’s driving skills were a little bit more like Lt. Bullitt’s than Johnny Ross’ henchmen; she managed to corner the armed robber at a riverbank and held him at gunpoint until the police got there.

Marcia Rabideau posted:

Starting the day out being robbed was not expected but after chasing the suspect down with the charger & holding him there by gun point until the police arrive was priceless! Thank you boys for going after him with me!!!

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“There was no way in hell I was going to allow this cat to get away with all of our deposits,” Rabideau wrote. “The suspect tried reaching for his gun but I told him if he lowered his f****** hands again that I would shoot him dead and I meant it!!! He stood in the river bank with his hands above his head until the fuzz arrived!”

Police, of course, don’t necessarily advise going after armed robbers in the same way Rabideau did.

“It’s strongly advised for victims not to pursue an armed robber after they were robbed at gunpoint, due to obvious safety concerns,” Lt. Bastianelli said.

“And money is just money — that can be replaced. Lives can’t. It’s brave of them to do it, but we don’t encourage it. Being a good witness is the best most people can do. That’s what we want people to do.”

Rabideau isn’t just any random citizen, though. Her husband is a police chief and she used to head Saginaw’s Arson Watch. Still, she admits she might have acted a bit rashly.

“I didn’t think, I just reacted,” Rabideau admitted. “Just being stupid, I guess.”

However, it’s worth noting that officers also caught an accomplice in a getaway car with a 1-year-old, so now the idiots involved also face child endangerment charges. Nice work.

Marcia Rabideau definitely deserves an employee of the month award!

Want to know more about THE PETER PRINCIPLE?

The Peter principle is a concept in management theory formulated by educator Laurence J. Peter and published in 1969. It states that the selection of a candidate for a position is based on the candidate’s performance in their current role, rather than on abilities relevant to the intended role. Thus, employees only stop being promoted once they can no longer perform effectively, and “managers rise to the level of their incompetence”.

The Peter principle is a special case of a ubiquitous observation: Anything that works will be used in progressively more challenging applications until it fails. This is the “generalized Peter principle”. Peter noted that there is a strong temptation for people to use what has worked before, even when this might not be appropriate for the current situation.[1]

In an organizational structure, assessing an employee’s potential for a promotion is often based on their performance in the current job. This eventually results in their being promoted to their highest level of competence and potentially then to a role in which they are not competent, referred to as their “level of incompetence”. The employee has no chance of further promotion, thus reaching their career’s ceiling in an organization.

Peter suggests that “in time, every post tends to be occupied by an employee who is incompetent to carry out” assigned duties[2]and that “work is accomplished by those employees who have not yet reached their level of incompetence”. He coined the term hierarchiology as the social science concerned with the basic principles of hierarchically organized systems in human society.

He noted that their incompetence may be because the required skills are different, but not more difficult. For example, an excellent engineer may be a poor manager if he or she lacks the interpersonal skills necessary to lead a team.

Rather than seeking to promote a talented “super-competent” junior employee, Peter suggested that an incompetent manager may set them up to fail or dismiss them because they are likely to “violate the first commandment of hierarchical life with incompetent leadership: the hierarchy must be preserved”


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