4 Ways To Lower The Stakes In High Risk Employee Termination

Employee termination is always challenging, but the stakes are much higher during high-risk terminations. These situations can escalate quickly if the departing employee has a history of aggression, feels victimized, or is experiencing significant personal stress. Organizations need a structured approach to ensure safety and minimize risks. Here are four practical ways to lower the stakes during high-risk employee terminations. Identifying potential warning signs early can help mitigate risks before they escalate. High-risk behaviors might include a history of conflicts with colleagues, erratic mood swings, expressions of paranoia, or a fascination with weapons.

Employees under significant personal stress—such as financial troubles, divorce, or legal issues—are also more likely to react negatively to termination. Conducting regular evaluations of employee behavior and documenting any incidents can provide crucial insights. If an employee exhibits signs of stress or aggression, consider recommending them to an Employee Assistance Program (EAP) for counseling or support. Recognizing red flags early allows management to implement preventative measures, such as threat assessments, to minimize risks. The setting of the termination meeting can significantly influence the employee’s reaction. Choosing a neutral, quiet location helps avoid making the individual feel cornered or attacked.

This could be an office near an exit or even an offsite location where privacy can be maintained. We’ve tapped some of the best minds in the corporate investigation field to bring you current information and expertise on best practices for case management, compliance management, and whistleblowing. Case IQ is used by workplace investigation teams across industries to address cases spanning ethics and compliance, HR, fraud, security, complaints and much more. We’ve tapped some of the best minds in the corporate investigation field to bring you current information and expertise on best practices for case management, compliance management, and whistleblowing. In the world marred by fraud, harassment, and ethics lapses, Case IQ stands as a force for good. The goal is always to reduce the potential threat of workplace violence and liability to your business.

For most employers, employee terminations can be extremely stressful and difficult. High risk employee terminations can be even more difficult. Apart from the risks associated with terminated employees seeking recourse for unfair dismissal under relevant provisions of the Fair Work Act, businesses may also experience negative impacts through suffering damage to their reputation and... Terminations may also affect morale and culture, while in a worst case scenario a disgruntled employee may pose a safety threat. Regardless of the reason, employee terminations should be handled in the most professional and ethical manner with precautionary measures being taken to minimize risk. However, there are many cases in which an employee poses a risk to the company based on past behaviors and/or actions.

While it can be difficult to eliminate the risks of firing an employee entirely, undertaking an appropriate process in advance of the termination of employment can significantly reduce risks. This blog is designed to help you terminate employees effectively while protecting employees, yourself and the company. The reasons for a high risk employee termination may range from personal reasons such as subpar performances to reasons beyond a person’s control such as downsizing, mergers, and organizational restructuring. Indeed, there are multifaceted reasons that go into the decision to let an employee go. However, people have different coping mechanisms and will react differently to such bad news, including some who will react badly, even violently. These employee terminations are regarded as high-risk.

Some of the top six signs of an employee who’s likely to turn violent include: In a perfect world, employees perform optimally, enjoy high job satisfaction, and stay with one company until retirement. This type of perfection rarely exists. According to the U.S. Bureau of Labor Statistics, the median employee tenure with a single company is 3.9 years. While some staff members resign voluntarily, others are involuntarily terminated.

Improper or illegal terminations expose companies to consequential legal issues and financial risk. Employers must attempt to close all possible doors to post-termination litigation to avoid lengthy and expensive legal battles, adverse publicity, and any detrimental impact on employee morale. Make sure your employees understand their job responsibilities, the company’s policies and code of conduct, any performance issues, and ways to improve their performance. That said, the most important way to avoid litigation is by adhering to all applicable federal, state, and local laws concerning employment. Never fire an employee for an improper or illegal reason. Doing so leads to accusations of discrimination, retaliation, or breach of contract.

Emotions run high following an involuntary discharge and some ex-employees are just looking for a fight. While nothing can totally bar former workers from pursuing legal action, employers can take steps to take the wind out of these individuals’ litigious sails. Get a free trial of Practical Law, the how-to resource with termination best practices, protocols and practical tips for employers on legal risks. The best way to escape a lawsuit it to avoid its inception. Implementing and following proper termination practices minimizes the risk of encountering a wrongful termination claim. Before initiating a dismissal process, employers must understand all applicable federal and state employee termination laws and policy requirements.

To protect confidentiality, only include critical individuals in discussions. Home » Blog » Steps Every Organization Should Take with a Potential High-Risk Termination No one enjoys losing their job. It’s upsetting, confusing, and oftentimes humiliating. And no one likes letting an employee go; it’s a difficult, awkward situation none of us enjoy. But employee terminations are common and necessary — poor performance, downsizing, and policy violation are just a few scenarios where you might consider letting an employee go.

In any case, you should always handle employee terminations in a calm, compassionate, and professional manner to ensure a safe transition for your business and the former employee. But unfortunately, you can’t always predict how an employee will react to startling news — they could retaliate with threats or become violent. You can help prevent this risk of workplace violence by knowing the warning signs and developing a security plan. Workplace violence is on the rise, and it’s better to be a step ahead and be prepared, rather than run the risk of putting your business and employees in danger. You can help prevent the chance of a high-risk employee termination by simply knowing the signs. Be mindful and look for signs of verbal abuse, arguments, theft, or pranks, and immediately report these instances if you feel concerned.

It’s important to act when incidents are smaller; they have the potential to escalate to physical violence, and they’re easier to manage than a larger crisis. Employee terminations, especially in sensitive situations, demand a proactive approach to maintain safety and professionalism. At First Responder Protective Services Corp., we specialize in providing discreet and professional security support—including active off-duty police officers and trained security officers—during high-risk employee termination processes. Our goal is to ensure your workplace remains safe, secure, and incident-free. Terminations involving employees who have demonstrated aggressive behavior, possess disciplinary records, or work in sensitive roles demand careful handling. Such situations can potentially escalate, creating risks that include workplace violence, disruption to operations, emotional distress for remaining employees, and legal liabilities.

Our security staff includes active off-duty police officers and trained security professionals with extensive law enforcement and military backgrounds. Each client receives a dedicated account manager for personalized coordination, tailored strategies, and seamless communication. Our company maintains $8 million general liability coverage and $1 million workers’ compensation coverage for all officers. Two words that no employee wants to hear and, frankly, no employer wants to say, especially after spending time and investing resources into the recruitment, onboarding, and training process. But the fact of the matter remains that, in the world of employment, termination is not avoidable. Here at Combined, our HR experts have helped countless employers, just like you, develop a compliant approach to termination.

We can help you put the proper procedures in place so that you are protected from disputes and damages following employee dismissal. In this article, we will discuss the proper process for parting ways with an employee. By reading it, you will learn 6 strategies to reduce your risk of wrongful termination claims. In the United States, though limitations apply, all 50 states recognize at-will employment. Woods Rogers’ management-side employment lawyers Leah Stiegler and Emily Kendall Chowhan continue their “Employment Law in Focus” series with Today’s General Counsel, discussing the challenges of employee terminations. We’ve all heard the famous line, “It’s not you, it’s me,” in the context of romantic relationships gone sour, but the classic come-back applies in employee terminations, too.

“When an ‘ex-employee’ starts questioning why you ‘broke it off,’ they may even wonder if it was for an unlawful reason,” explain Leah and Emily. “That is what you want to avoid. A risk-averse termination is one based on the employee’s conduct. This usually falls into two categories: misconduct and performance.” Leah and Emily provide company leaders and HR managers with guidance on addressing misconduct, documenting performance concerns, and protecting the business from employment lawsuits. “All in all, no breakup is easy — and neither are those in the workplace.

You may do everything by the book in an employee termination, but the end is still messy. The best you can do is be prepared for any future defense after an employee’s termination by having documentation showing your effort to set expectations and the employee’s failure to meet them.” To read Leah and Emily’s column in Today’s General Counsel, click here. Share a few details and we’ll be in touch shortly to either answer your questions. Firing an employee is never an easy task. I've seen how a well-managed, HR compliant termination can significantly reduce risk and maintain a positive workplace environment.

The employee termination process is delicate, requiring a balance of empathy and adherence to legal standards. In this guide, I'll cover essential steps to ensure your employee termination process is compliant and respectful. With the right process in place, your business can avoid the negative consequences that can emerge post-termination. Before you decide to terminate an employee, it's crucial to conduct a comprehensive review of their performance and behavior. This isn't just about ticking boxes; it's about ensuring you have a clear and fair rationale for the termination. I've seen situations where skipping this step led to costly legal battles.

Employment laws and regulations can be a minefield. Whether it's federal regulations or state-specific laws, it's essential to know what applies to your situation. Consulting with legal counsel or expert HR professionals can be a real lifesaver here.

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