The Power Of Risk Management Investigations In High Risk Terminations

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 Terminations are among the most critical and overlooked junctures in corporate risk management. Poorly managed exits can result in reputational damage, workplace disruption, and in extreme cases, targeted acts of violence. At ICMG, we treat terminations not as administrative procedures, but as high-stakes moments requiring foresight, structure, and collaboration between leadership, security, and human resources. Our framework draws from decades of experience in corporate security, behavioral risk analysis, and post-incident investigations. We help clients assess individual risk factors, coordinate preventative strategies, and implement protocols that prioritize safety without compromising professionalism or dignity.

This approach enables organizations to navigate even the most sensitive transitions with control, clarity, and resilience. Below, we outline a structured, multi-phase strategy for pre-termination planning, live response, and post-termination risk monitoring—designed to safeguard people, protect assets, and preserve organizational integrity. BEFORE THE TERMINATION: Planning & Risk Assessment Assess Risks: Review history of threats, violence, or behavioral changes. Attempt to determine if employee has access to weapons. 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. by Frasco | May 29, 2025 | All Blog Posts, Workplace Investigations Posts Terminating an employee is never an easy task, especially when there are concerns about potential violence, retaliation, or other serious repercussions.

At Frasco® Workplace Investigations, we understand the complexities involved in handling difficult terminations and the critical role that thorough investigations play in ensuring a safe and fair process. In 2025, the importance of these investigations has never been more evident. The Importance of Investigations in Terminations Workplace investigations are essential for maintaining a safe and productive work environment. They help protect the company’s bottom line, foster a culture of trust and accountability, and ensure compliance with legal standards. When it comes to difficult terminations, investigations can provide the necessary evidence to support the decision and mitigate risks.

Key Services Provided by Frasco® Workplace Investigations High-risk employee terminations require thoughtful planning, careful execution, and strict adherence to legal and ethical standards to minimize disruptions, legal challenges, and reputational damage. These terminations often involve long-tenured employees, individuals in high-ranking positions, or those with documented performance issues. If not handled properly, they can lead to lawsuits, loss of institutional knowledge, decreased employee morale, and operational instability. Organizations in Youngstown, Ohio, and across the country must implement a proactive and structured approach to ensure fair, transparent, and well-managed termination processes. High-risk terminations typically involve employees who have dedicated years of service to a company, forming deep connections with colleagues, clients, and organizational operations.

Their departure can significantly impact workplace culture, disrupt established workflows, and create uncertainty among remaining staff members. Senior executives and managers, who play a pivotal role in shaping strategic decisions and guiding teams, require specialized handling to ensure leadership continuity and maintain confidence among stakeholders. Employees with a history of performance issues may present additional legal risks if their termination lacks adequate documentation or deviates from established company policies. Organizations must adopt comprehensive strategies to mitigate these risks and protect all parties involved in the termination process. A fair, well-documented, and procedurally sound termination process reinforces an organization’s credibility and reduces the likelihood of disputes. Employers must clearly communicate the reasons for termination, follow standardized protocols, and maintain meticulous records of performance evaluations, disciplinary actions, and previous interventions.

Transparency ensures that employees understand the justification for their dismissal, reducing the potential for misunderstandings, grievances, or litigation. Effective communication during termination is crucial in maintaining professionalism and respect. Employees deserve clear explanations regarding their termination, severance terms, and available support services. Providing detailed information about career transition assistance, unemployment benefits, and legal rights fosters dignity and reduces hostility during the separation process. Thoughtful communication prevents unnecessary conflicts, strengthens employee relations, and promotes a respectful company culture. Supporting terminated employees during their transition can significantly mitigate negative outcomes.

Companies should offer severance packages, financial compensation, extended benefits, and career counseling to assist with job placement and professional development. Providing access to outplacement services, resume-building workshops, and interview coaching demonstrates the organization’s commitment to helping former employees find new career paths. These measures reflect corporate responsibility and contribute to maintaining a positive reputation within the industry. Legal Notice: By enrolling to view this recording, you are agreeing to all aspects of our Legal Liability Waiver. You agree to indemnify and hold JCH and the presenter(s) harmless from any lawsuits, damages, injuries, losses or claims arising from your decisions as to how to use this information. Workplace violence is one of the most horrific incidents in society today.

Who commits such acts? Agitated individuals who are recently terminated or are displaying high-risk behavior motivated by different stressors or victim mentality in the workplace. This webinar explores how organizations can safeguard their facilities and people and prevent such events from transpiring. Nick Spencer, the Vice President of Operations for Strategos International, leads this discussion. Nick trains different organizations and individuals on safety and security topics and developed curriculum on active threat intruder response and anti-abduction for children. He’s previously served in both the military and law enforcement.

Specifics that he discussed in this session include: Questions from the webinar audience are about: Throughout my career, I’ve navigated complex HR challenges, guiding businesses including non-profits through the stressful process of managing high-risk terminations. Among these, parting ways with a rogue employee stands out as particularly difficult and risky. For leaders assuming HR responsibilities without formal training, handling the intricacies of human resource employee management, especially terminations, can be charged with risk. This newsletter guide is pivotal as it sheds light on the critical challenges leaders face, particularly when dealing with rogue employees who have access to sensitive company assets.

It offers actionable insights and real-world strategies to manage these situations effectively, ensuring legal compliance, safeguarding company resources, and maintaining workplace morale. Today, I am sharing a story that, while a composite of clients we have supported in the past, reflects the real challenges many leaders face in similar situations. Consider BSL Spaces, a well-respected commercial property management firm, at the brink of such a challenge. Central to this story is Mason, a key employee whose role expanded far beyond typical employee duties. Leadership trusted Mason with sensitive client data, financial accounts, and the keys to numerous properties. Mason’s journey from a cornerstone of the BSL team to a potential threat is a cautionary tale that underscores the precarious nature of entrusting one individual with unfettered access to company data and resources.

As Mason’s alignment with BSLs’ culture began to wane, leadership avoided managing “Mason’s declining performance,” the elephant in the room. Like many leaders they clung to the hope that the old Mason would somehow show up one day ready to work. It was clear that time and opportunity for feedback and coaching had passed and that this relationship was unsalvageable. The firm found itself facing an overwhelming decision. The prospect of terminating Mason raised a mountain of potential risk.

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