VILAFOR Security Solutions Blog
By: Oscar Villanueva, PCI, PI, Vilafor, LLC, Risk and Security Consulting - oscar@vilafor.net
One of the most unpleasant and difficult tasks an employer must deal with occurs when an employee separation from employment is necessary. This usually comes because of a reduction in force (RIF), a lay off or a termination. Regardless of the circumstance, letting go of an employee is not an easy task.
Separations are not pleasant affairs and are considered a significant source of workplace violence. Unless it is a voluntary separation or retirement, an employee separation can result in a sudden and unexpected loss of income, a need to seek employment and adjust to a new workplace, and in some cases for employees in difficult financial circumstances, a catastrophic event in their lives. Consequently, handling separations carefully and thoughtfully is important and can be the difference between moving on for both the employer and employee, or facing protracted legal action for wrongful terminations, and at its worst, workplace violence incidents.
Tips to Prevent Workplace Violence During Employee Separations
Below are some tips on two of the most common employee separations: reductions in force (RIFs) and terminations.
RIFs RIFs are specially concerning from a security perspective because the action represents the elimination of jobs rather than a temporary pause in employment. When planning a RIF consider following the strategy below to minimize the risk of violence:
Develop a plan and have it vetted by all relevant stakeholder involved in the action prior to implementation
Include security consideration in the RIF plan
Develop and implement a timely communication plan
Increase security discreetly during the lead-up to the RIF and on the actual day of execution
Be prepared to address workplace violence issues as they come up
Provide workplace violence training to managers and supervisor, including how to identify triggers and warnings of workplace violence
Plainclothes armed protective agents are common during these events to ensure any security issue can be addressed and to escort employees out if necessary. Protective agents are less noticeable than uniformed guards and more effective. Their presence is less noticeable thus less confrontational.
Ultimately the goal should be to remain safe and secure through these difficult job actions and being prepared is the best way to mitigate issues.
Terminations Employee terminations are always difficult situations regardless of the circumstances. This is especially true when the target employee has exhibited workplace violence tendencies that can result in violent behavior during the termination. Understanding the risks a termination represents is the first step in safely and securely letting go.
When planning a termination there are several steps that can be taken to minimize the risk of violent behavior and prevent workplace violence incidents. Here are some tips human resources professionals, managers and supervisors should keep in mind when planning and executing a termination:
Handle all terminations in a respectful and thoughtful manner
Follow all workplace policies and procedures dictated by human resources and applicable law
If a threat of violence is identified, consider having a professional conduct a WPV threat assessment.
The responsible management official should prepare a termination plan considering the specific needs under the circumstances (expected belligerence, non-compliance, or other likely issues)
Disengagement should be pursued by letting the employee go as gently as possible and without any unnecessary friction
Security professionals should be utilized during the termination to handle any potential threats or violence
The termination location should be carefully selected to ensure privacy and easy evacuation if needed. The meeting location should be free of potential weapons and monitored during the meeting
Creating a plan for each specific termination incorporating the tips mentioned above is important. A security expert with specific workplace violence expertise should be consulted if internal security and risk mitigation resources are limited.
Do you have a risk or security challenge or question? Contact us at INFO@VILAFOR.NET
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