Conducting a Safe employee termination · •Pre-termination meeting/briefing of involved personnel...
Transcript of Conducting a Safe employee termination · •Pre-termination meeting/briefing of involved personnel...
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CONDUC TING A SAFE EMPLOYE E TERMINATION
JEFF SWEETIN, C PP, COOTHE ATHOS GROUP, LLC
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E M P L OY E E T E R M I N AT I O N• Every company’s reality
• Included in corporate Workplace Violence Policy and include Threat Assessment Team
• High Risk:
• Information indicates employee may react violently
• Insufficient information to predict employee’s response
• Scalable procedure
• “Hope” is a terrible strategy
• Hindsight is 20/20
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T E R M I N AT I O N : T H E W R O N G WAY
• HR calls Security: “can one of your guards stop by HR? We are about to terminate an employee and we are a bit nervous.”
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T E R M I N AT I O N O B J E C T I V E S
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Notify Employee of Termination
Maintain Employee
Dignity
Protect Employees
from Violence
Recover and Return
Property
Address Future
Contact
Protect Company’s
Position
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K E Y E L E M E N T S
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Recover Company Property
Return TermineeProperty
Preserve Evidence
Deploy Post-Termination Security
Brief Coworkers
Followup
Termination meeting
Exit from Premises
Transport Home
Advise & Exit
Assess Violence Probability
Plan Termination Operation
Plan & Assess
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A S I S / S H R M S TA N D A R D : W O R K P L A C E V I O L E N C E P R E V E N T I O N A N D I N T E R V E N T I O N ( W V P I . 1 - 2 0 1 1 )
• Multidisciplinary Involvement
• OSHA Workplace Typology:
• Type III- “…some form of employment relationship”
• Type IV- “…intimate partner of employee”
• 8.6.1.2 Ensuring a Safe Termination of Employment
• Termination Plan
• Employee Dignity
• Security measures during (and after) termination meeting
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I M P E D I M E N T S TO C O O P E R AT I V E P L A N N I N G :
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SECRECY HASTE SYMPATHY
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K E Y T E R M I N AT I O N P L A N N I N G C O N S I D E R AT I O N S
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• TERMINEE’S TIME TO PREPARE
• COWORKER EXPOSURE
• CONTACT WITH SUPERVISOR
• DURATION OF MEETING
• AGGRAVATING FACTORS
• ARGUMENT/DEBATE
MINIMIZE
• ONSITE SECURITY CAPACITY
• DIGNITY OF EMPLOYEE
• STAKEHOLDER COOPERATION
• TIME TO ASSESS & PLAN
MAXIMIZE
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1 0 P O I N T T E R M I N AT I O N O P E R AT I O N
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PRELIMINARY VIOLENCE
ASSESSMENTEVENT PLAN
TERMINATION ADVISEMENT
EMPLOYEE EXIT
TRANSPORT PROPERTY
RETURNACCESS
TERMINATIONEMPLOYEE
MESSAGING
FOLLOW-UPEVENT
DEBRIEFING
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1 . P R E L I M I N A R Y V I O L E N C E A S S E S S M E N T• Reason for termination
• Internal information (Intranet, HR records,
• Supervisor observation, Family members employed,
• External: arrests,
• Subject Specifics: Arrival time, transportation method,
• Use assessment instruments to determine probability of violence
• Is subject expecting termination? Will he be shocked?
• Collaborate with HR: who will be present? Severance?
• What is known about significant other?
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2 . T E R M I N AT I O N E V E N T P L A N
• Determine appropriate security presence for meeting (guards, cops, etc.)
• Pre-termination meeting/briefing of involved personnel and security
• Clarify event participants’ roles in advisement
• Brief participants re: argument, threats, violence
• Select venue of meeting based on assessment
• Determine room exit timing for supervisor, HR, and escorted terminee
• Determine list of property to be recovered (phone, vehicle, computer, etc.)
• Should coworkers remain onsite or be relieved for the day?
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3 . T E R M I N AT I O N A D V I S E M E N T M E E T I N G
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Security
• Confirm Employee Onsite
• Introduce Security
• Position Participant Seating
• Position Transportation
• Monitors or attends
Supervisor
• Instruct Employee to Join
• Advises of termination
• Departs to retrieve property
HR
• HR briefs benefits
• Advises Security will handle property return
• Queries personal property items (office/computer)
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4 . E M P L OY E E E X I T
• Company security representative advises that he will:
• Escort employee from premises
• Ensure employee property is handled properly and returned
• Serve as POC for disputed/unreturned property (provide contact info)
• Approve in advance any future visit to company property
• Arrange retrieval of company property not located at office
• Security escorts Employee from building to personal vehicle/ride home
• Least visible route
• No returns to work area
• During escort, security personnel assesses employee’s mental state toward HR, Supervisor, Coworkers and Company
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5 . T R A N S P O R TAT I O N O F E M P L OY E E O F F S I T E
• Pre-arranged, pre-paid taxi or limo waiting outside during meeting
• No transport by supervisor or coworkers
• If personal vehicle onsite, monitor until departs property
• Recover garage access/exit devices as vehicle exits
• Photograph vehicle for future security reference
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6 . P R O P E R T Y R E C O V E R Y A N D R E T U R N O F
• Office secured (prior to advisement, avoid coworkers assisting or pilfering)
• Supervisor and CorpSec to Process Property
• Photograph and Document office and contents prior to disruption
• Photograph and Document office and contents noting returned/retained
• Boxes transported via courier to employee’s address of choice (determined during termination meeting) and signed for receipt
• Does any data on IT systems need to be returned to employee (resume, personal contacts, photos)?
• “Employee Pack-up Procedures-many companies allow the terminee to pack their own office
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7 . A C C E S S T E R M I N AT I O N
• Confirm Building Access Deactivated
• Confirm IT access terminated
• Does Computer need to be secured for imaging or placed back into service?
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8 . R E C E P T I O N I S T A N D C O W O R K E R M E S S A G I N G
• Determine messaging detail for receptionist and instructions in case employee returns
• Provide photo of employee to receptionist/security personnel
• Determine messaging for coworkers (contact with employee, etc.)
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9 . F O L L O W U P
• Assess likelihood of retaliation
• Implement heightened security measures for reasonable duration
• Document incidents or statements made by terminee
• Temporary Restraining Order? (weigh pros and cons)
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1 0 . E V E N T D E B R I E F I N G
• Lessons learned
• Evaluate & update workplace violence and termination protocols if necessary
• Are additional stakeholders needed in future events?
• Did meeting participants feel safe?
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CONDUC TING A SAFE EMPLOYE E TERMINATION
J E F F S W E E T I N , C P P, C O OT H E AT H O S G R O U P, L L C
J S W E E T I N @ AT H O S G R O U P. C O M8 6 6 - 9 6 0 - 0 1 5 9