Security Procedures to Ensure Safe Employee Termination

“I’m sorry but we have to let you go.” It’s never easy being on the receiving end of those words. It’s also heartbreaking to be the one that has to say them. Firing staff is often an uncomfortable and tense situation no one looks forward to. However, when the fit isn’t right, reality dictates we must do what’s necessary. It can turn ugly in an instant and sometimes boil over to violence. A rush of emotions clouds the mind and impairs judgment, inciting all kinds of reactions. The dismissed employee can feel aggrieved, taking it out on the company property, other workers, and even the bearer of bad news.

According to Injury Facts, there were 454 deaths and close to 21,000 workplace injuries resulting from workplace violence in 2019. The infographics further indicate that the number of assaults at work has steadily been on the rise in the years since 2011. Security procedures to ensure workplace safety during employee termination should therefore be a priority. These are necessary to protect not only people from harm but also the management from possible lawsuits and the resulting financial implications.

What are you doing to keep your company and staff safe, especially when it comes to protecting them from a vengeful, fired employee? We offer suggestions to consider or add to your exit strategy:

Assessing case-by-case risk

Risk assessment should come before you initiate any termination process. That way, you can figure who’s more likely to cause trouble and what to do in anticipation of things taking a turn for the worse. Does the employee in question have violent tendencies? What do his records say to that end? That will guide which measures, and their comprehensiveness, to use. An employee who’s filed a lawsuit against another employee or the company may also be one to be wary of. The same goes for those who’ve filled grievance letters of any kind, verbal or otherwise. The past indicates that a considerable chunk of violent acts stems from these kinds of people.

Also, find out what’s going on in the individual’s life. Someone dealing with an ugly breakup, under financial strains such as foreclosure, or other personal turbulences, may react according to the stress they feel. Getting fired might be the straw that breaks the camel’s back. A history of paranoia is a red flag as well. An employee plagued by that me-against-the-world mentality, where he feels people are always conspiring against him, may not react in the best of ways. Generally, watch out for individuals with unfounded behaviors or delusional tendencies.

How long has the person worked for the company? That also factors in when trying to figure out how someone will receive the news. It’s easier to cut loose someone who’s recently joined the ranks. However, a long-term employee who’s dedicated a great deal of their life to the company may relatively feel more aggrieved. A disruption in job status that they have attached value to may lead to violence upon a perceived betrayal.

Also, do they own a weapon? If they do, that calls for more stringent security measures to avoid an active shooter scenario. You should consider having a no-weapon-at-work policy to ensure the overall safety of your staff at all times. However, keep in mind that, according to the law, this prohibition isn’t effective in the parking lot, even if it is company-owned or not.

An employee termination procedure is vital regardless of whether there are warning signs or not. Workplace assault can sometimes be a one-off affair, separate from logic or history. It’s important to be prepared for all outcomes.

Tips for a safe termination process

Have the security team involved in planning

The security team should be on standby when you deliver the news. You should also have them involved in the planning phase. They can chip in with security pointers like how to read a violent situation and how to defuse it when push comes to shove. The security team will also offer active shooter protection and implement exit strategies. Local law enforcement may take a while to get to the scene in case something happens. A well-trained security team is vital during that gap.

Keep an eye on high-risk individuals and how they arrive that day

Any person who owns a gun can be considered a high-risk termination. Your business probably has entrance protocols, could be a security scan, etc. Pass it onto the security team to be on the lookout if the person in question is carrying a weapon that day.

Don’t allow the fired employee back to the general office area

You’ll want to perform a dismissal privately, away from prying eyes, and in a respectful manner. Doing so in a private area saves the individual from embarrassment which may escalate the situation. After it’s done, have their possessions sent to them or carried out by other staff, preferably security personnel.

Ensure security sees the fired employee out of the premises

If he can’t get into the building, the fired worker may look for alternative methods of enacting “vengeance.” The parking lot and company properties in the vicinity may be the object of this violence. Hence ensure that the security team not only escorts him out of the building but also out of the premises as well. That way, the guards can foil any attempts at using a vehicle as a weapon or sneaking back inside. Well-trained security guards will deal with the situation courteously, without frustrating or embarrassing the fired worker.

Change passwords and entrance protocols

Speaking of getting back into the building, be sure to retrieve key cards and other access items the fired employee can use to get back on-site. You can have your security team take care of this for you. Also, bring the rest of the staff into the loop about your decision so that they don’t lend theirs or let the fired worker in under pretenses. If the individual had any passwords they could use to access the buildings’ system, change those too as soon as possible. Advisably, retrieve all access tools or regalia before you see a fired worker out. Don’t give him a chance to duplicate keys and entrance cards.

Customized security solutions for higher risk cases

In some cases, a fired employee can remain a threat even days after you let them go. Consider patrols from plain-clothed security offers, among other bespoke strategies that may be suggested by your security provider. Increased on-site security presence from a specialized high-risk team may be necessary for some time after termination.