There are several important considerations regarding high risk termination security. For example, understanding the risks and potential for violence, choosing the location, preparing the office to insure that all potential weapons have been removed, and determining a security response and exit strategy are just a few of the planning steps prior to conducting the termination.

Human Resources and managers should be attentive of the possibility of security risks and always make security conscious judgments regarding any high-risk terminations. Terminations are historically not a pleasant experience and the stakes are extremely high if the individual being separated has a history of workplace violence, or has a potential to be aggressive or violent.

Job loss has been recognized by employers over the years as one of the main reasons that have led to workplace violence or revenge at their business.

High Risk Termination

So what exactly is a high risk termination? That can mean a lot of things to different people. So first we will define “termination.” According to the merriam-webster.com online dictionary, a termination is: an act of ending something; the act of making a person leave a job; the act of firing or dismissing someone. Now again that definition can mean a lot of different things to different people and we will leave it to you to determine how you define any separation of employment.

However, when it comes to high-risk terminations, depending on who you ask they may view all terminations as being at risk. On the other hand, some managers and business owners may have no concerns for any termination because they just do not care. Confused yet?

Look at it this way, management needs to determine whether or not a pending termination of employment presents any risks for an adverse outcome (e.g. will it result in an act of violence or revenge). If the person is known to have a short temper for example, there will likely be an elevated risk for at least a verbal outburst during the termination process.

Reactions such as a verbal outburst may seem harmless to some, however it may also be a sign of a much more violent tendency that may be just under the surface. The important thing to know as a manager that is about to conduct a termination is to understand the risks and how to prepare for any expected or unexpected reaction.

Security Measures for High Risk Terminations

Terminations can be a highly emotional experience for employees, and can often be highly stressful for managers. That being said planning for such has to include security measures for the safety and security of all involved parties, as well as your other employees, customers, and the facilities.

Over the years while working in management there were several times when it was a known fact that the employee that was being dismissed had a history of verbal and physical aggression, whether it was on the job or in their personal life. Still others had personal issues such as drug and/or alcohol abuse or mental health issues that can result in violence during high stress events. All of these examples and numerous others can result in a high-risk situation during or after a termination of employment.

So how can you prepare in advance? First, know your employee and their risk potential for violence. However, keep in mind that the most laid back employee, one that you would never expect to have a violent outburst, can also react violently during such an event.

Start off by choosing the time, date, and location for the termination. If possible you may want to schedule it for a date and time when you will have the proper support in place. For example, when you will have others with you or nearby that can be a part of your security team, someone that can call security or the police if the need is there.

If you have security you will want to have them as part of your planning. Before the termination takes place, you will want to discuss with security what the risks are, and at what point do you want them to intervene, if at all.

Over the years it has been my experience that the manager conducting the termination may choose to allow the employee to get as verbal as they want during the termination, thus allowing them to vent rather than hold in their anger. However, if security is not in the room then they cannot see whether or not it is getting physical. So there has to be a predetermined signal that when indicated security knows to enter the room and take control.

There are several wireless alarm systems that can assist in this type of situation, many that cost very little and will not be noticed by the employee. If you utilize one of these devices, or any other means to alert security, insure that the pre-planning has addressed all potential scenarios and everyone fully understands their roles and expectations prior to conducting the termination. It is also advisable to test the alarm to insure that it is properly functioning.

Other important consideration includes the location, where will the termination take place? There are a lot of recommendations on where each person should be in the room. For example do not be between the employee that has a potential for violence and their escape route (e.g. the exit door). There is also the recommendation to not allow the employee to be between the manager and their exit. Probably the best setup would be a room that had two exits. That way the manager can also have an escape route if needed.

Finally, for the security of all parties the room in which a high-risk termination will take place should be free of any weapons. Of course we will assume that no one is carrying weapons on their person, so that should not be an issue. However, there are often so many different potential weapons in many offices, things such as letter openers, staplers, statues, and so on. Just about anything can be used as a weapon, including furniture, but it is not recommended to sanitize the room completely and take out all of the furniture. However, you can review the office and look for potential weapons and secure them until after the termination has been completed and the employee has left the building.

High Risk Termination Security Planning

When preparing for a termination that you or someone in your organization has determined may be at high-risk for violence, you want to insure that you not only know your security risks, but that you also mitigate the risks as much as possible. In the end it all comes down to proper planning and execution.

Planning will often include a security risk assessment to identify known risks as well as any potential adverse outcomes that might occur. Basically, you can never really over plan when it comes to a high-risk threat.

Your team has to determine the where and when for the termination meeting, as well as the how and what-ifs that may happen. Once your plan is in place, and you have insured that there is an escape plan, a security response plan, and that the room is free of potential weapons, then it is time to proceed, but do so with caution.

Additional Considerations for High-Risk Terminations

• Collect all company property from the employee at the time of termination.
• Do not allow the employee to return to their workspace to collect their personal items unless accompanied by security or management, or consider having management collect the employee’s personal items and ship them the same day.
• When the termination meeting ends, escort the former employee to the nearest building exit.
• Provide the employee with their final paycheck and payout of all vacation time at the meeting, and provide them with information on unemployment, grievance procedures, contact information if needed, and COBRA insurance if offered.
• If offered, provide the employee with job search information.
• Deactivate the employees ID badge/card access the day of termination, even if they return the card, because many employees may have more than one access card.
• If an employee has the ability to log onto your company network you should consider having all access revoked before, during or immediately after the termination meeting.
• Change any locks that the employee might have keys for, even if they turn them in. Copies are easily made, even if the keys have “Do Not Duplicate” stamped on them.

This is just a sample of the steps that employers can take to plan and execute a high-risk termination. There are many other steps and security measures that may also come into play as well, however not all situations are the same so it is important that you conduct a security risk assessment in advance so that you understand your risks before, during and after.