Top 4 Strategies To Handle High Risk Employee Terminations

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. 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: 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... Your organization should have a clear plan for when it's time to let go of employees, understand best practices for actual firings and know the risks associated with litigation. Firing employees is a difficult, but important, part of an HR leader's job. According to Gallup, disengaged employees cost businesses $450 to $550 billion per year. When employees are making mistakes, no longer contributing or creating a hostile work environment, it is sometimes necessary to let them go.

However, it's important to understand how to handle staff changes in a way that protects you from getting sued and doesn't erode your organization's culture. Hiscox reports that an employment lawsuit costs firms an average of $160,000. Many managers aren't fully trained in how to handle firing employees so they don't know the legal considerations nor do they have the personal skills to handle a difficult and emotional situation. To help managers successfully navigate this challenging aspect of their role, here are four important takeaways from, "Firing at Will: A Manager's Guide," by employment attorney and author Jay Shepherd: While terminating an employee is difficult, it's often the best decision for the business. As Shepherd writes, "When it comes time to let substandard performers go, it is a task that must be carried out with dignity, respect, compassion and precision — sometimes a surgeon must cut in...

We do people no favors when we let them languish in jobs they are not capable of performing well or for which they have no heart." He identifies nine core reasons that employers have to let employees go: poor performance, disloyalty, workplace violence, dishonesty, theft, criminal activity, insubordination, serious or willful sexual harassment and serious or willful discrimination. Taking action lets you address these situations swiftly, with your organization's and the employee's best interests in mind. See how OnPay stacks up against other providers with reviews from real users. Sit back and let our pros handle the hard stuff (for free.) See how OnPay stacks up against other providers with reviews from real users.

Sit back and let our pros handle the hard stuff (for free.) One of the most stressful and least pleasant HR tasks in business is terminating an employee. But it’s still common, even when labor markets are tight. In 2020, 5.3 million employees were either fired or laid off, but regardless of the reason for the departure, it can be an uncomfortable conversation for both you and them. 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. 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. 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. 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. 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.

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