6 Tips To Lower Risk In High Risk Employee Terminations Case Iq

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. One of the unpleasant realities of being a manager is that occasionally, an employee doesn't work out or business needs dictate a reduction in payroll costs.

Letting an employee go is never easy, especially when you consider that what you're about to do will have a long-lasting impact on someone and perhaps their family. Approaching the situation with the employee in mind, rather than your own feelings, will minimize the damage that can occur because of an employee termination. Here are six tips to help you manage this difficult situation. Companies should keep their employees in the loop regarding what's going on financially to prevent people from purchasing a new car or house they can't easily get out of. I understand that you may be hesitant about sharing all your financials, but a simple email or meeting explaining that you're not hitting your targets or that you expect this dip in your earnings... 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.

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.

[vc_row][vc_column][vc_column_text]There are hundreds of reasons why an employee could lose their jobs. Termination reasons may range from personal reasons such as subpar performances to reasons beyond a person’s control such as downsizing, mergers, and organizational restructuring. Indeed, multifaceted reasons go into the decision to let an employee go. However, people have different coping mechanisms and will react differently to such bad news. Layoffs can be adversely life-changing. For this reason, employers should always remember that it can be near impossible to foresee how an employee will react to such life-shattering news.

However, by staying up to date with an employee’s personal and work life, an employee can see the indicators of a possible high-risk employee and take the necessary safety precautions to protect other employees... Some of the top six signs of an employee who’s likely to turn violent include: Over the course of running a business, you may have to terminate the contract of a staff member who can potentially react violently. When aware of such a possibility, it is the work of the human resource managers to ensure they make security-conscious judgments when dealing with any high-risk terminations. Seeking revenge due to a job loss accounts for one-third of the top three factors that contribute to employees at all levels turning to workplace violence at their places of work. Measures should be put in place to deal with individuals who have exhibited a history of workplace violence or show potential signs that they could be aggressive or violent.

With the increased access to firearms, an employee termination checklist should include security precautions. The priority should always be to eliminate the possible threat of workplace violence, reducing the possible potential liability to the organization. In a high-risk termination, there are measures that can be implemented to effectively handle such scenarios and ensure employee safety. For employees who have made prior threats before their termination, a comprehensive investigation has to be done and the workplace violence prevention protocols activated before their termination. Phil is the Principal and Founder of Sierra Consulting, a graduate of the University of South Carolina, the Liberty University School of Law, and a current Criminology PhD student at Liberty University. During his law enforcement career, he served as a Deputy Sheriff/Criminal Investigator at the Colleton County (SC) Sheriff’s Office and as a Federal Agent/Criminal Investigator for the U.S.

Secret Service and U.S. Postal Inspection Service, retiring from federal service in 2022 after 26+ years in local and federal law enforcement. During his law enforcement career, he worked in numerous domestic and international locations, specializing in fraud, workplace violence, security, and theft.During his federal law enforcement career, Phil has assisted Amazon, eBay, UPS, Cannon, NFL,... Further, he has lectured at multiple universities and colleges on security and criminal justice topics, including, being the featured speaker at numerous corporate conferences and events, including speaking on multiple occasions at the annual... He is actively serving on the Upstate Better Business Bureau Board of Directors, the American Bar Association Law Enforcement Committee, and the American Bar Association White Collar Crime Committee. He is a member of the American Bar Association (ABA), World Affairs Council, International Assoc.

for Identification (IAI), International Homicide Investigator’s Association (IHIA), International Association of Chiefs of Police (IACP), International Association of Financial Crimes Investigators (IAFCI), ASIS International (ASIS), and the South Carolina Association of Legal Investigators (SCALI). Signs of Money Laundering Businesses: Insights From Private Investigators Business Security Enhanced by Professional Investigators Hiring Private Investigators for Crisis Management: Why Not? Kalbame lietuviškaiМы говорим по-русскиNosotras hablamos español 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.

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