Employee Termination * Workplace Violence * Employee Safety * Workplace Security * Toronto * Barrie * Ottawa * Mississauga * Brampton * Huntsville * North Bay * Bracebridge

View previous topic View next topic Go down

Employee Termination * Workplace Violence * Employee Safety * Workplace Security * Toronto * Barrie * Ottawa * Mississauga * Brampton * Huntsville * North Bay * Bracebridge

Post by Executive Security on Sun Apr 06, 2008 7:08 pm

Employee Termination * Workplace Violence * Employee Safety * Workplace Security *



Don't Go Away Mad


Written By: ASHLEY ROE
Article first appeared in:
http://securitysolutions.com/mag/security_dont_go_away/


Firing
an employee sparks dread in many managerial minds. Beyond the fact that
letting an employee go is no fun, employers must also anticipate any
security concerns related to the termination.

Here's an example:
“John” was a mid-level IT employee for a major Internet service
provider. After undergoing a complicated divorce, he used his
comfortable salary to buy a new home to live in with his three
children, of whom he had recently received custody. He was hard working
and smart, but he had a tendency to become argumentative at work,
whether it was over the previous night's football game or a technology
issue in the office. Moreover, John frequently engaged in arguments
with his ex-wife over the telephone during working hours, which made
other employees feel uncomfortable. Shortly after John purchased his
new home, the company received news that it would be downsized, and his
position would be eliminated. Human Resource managers feared that,
given John's past behavior and argumentative attitude, he would become
violent during the termination meeting. So they called in a security
specialist for protection.

John's termination went smoothly. But
other employers may not be so lucky, according to Sunil Ram, owner of
Executive Security Services International (ESSI), Huntsville, Ont., who
worked on a similar case. “We have seen a 15 to 20 percent increase in
employee termination jobs in past years,” Ram says. “Often times, these
jobs are not a big deal, but we are there to ensure safety and that
they do not become a big deal.”

During a typical termination,
Ram observes events in the room quietly and steps in only should any
violence or heated arguments occur. “We will sit in the room unnoticed
while the termination is going on,” he says. “Alternatively, we will
sit in another room and monitor events with communication equipment.”
Ram says the surveillance method depends on the level of risk facing
the company, which he determines by researching the employee's past
behaviors.

A number of behaviors may identify an employee who is
susceptible to violent behaviors. “Some troubling signs include an
employee who argues with his or her coworkers or argues during initial
interviews,” Ram says. “Anyone who verbalizes violent thoughts or makes
lofty statements concerning violence would be a candidate.” Prior to
the termination, Ram suggests that a company form a “termination team,”
made up of members of the security and human resources departments.
“Each of them should have a job, whether it is taking care of changing
locks and access codes, covering legal information or initiating
severance pay,” he says.

When planning terminations, consider
the day of the week. “From a psychological perspective, dismissing an
employee at the end of his or her shift or on a Friday afternoon is
best. The hours and days that follow serve as a ‘cooling off’ period
that may go a long way in preventing violent repercussions,” Ram says.
He adds that supervisors and managers should also strive to leave the
terminated employee with some dignity and respect to downplay feelings
of anger. “This is not the time to re-hash old conflicts,” Ram says.

Preventing
workplace violence that results from terminations could start the
minute a prospective employee submits a resume. “When you receive a
resume, your first step should be to look it over closely and note any
gaps or a frequent job changes,” Ram says. “Challenge them on gaps in
their employee history, and if they have no explanation, that is a
clear sign that something might be off.” Ram also encourages employers
to complete detailed background checks and institute company-wide
workplace violence training.


Biographical Summary: Mr. Sunil Ram

Team
leader for close protection and armed courier teams - instructor for
VIP Protection Units - extensive experience in close protection;
surveillance and counter-surveillance operations, private
investigations and counter measures.

Provider of personal
security services to high profile individuals including: multinational
corporate executives, dignitaries, television., film and celebrity
personalities - consultant to the media, internationally in magazines,
newspapers, radio and television on high-risk security,
counter-terrorism and protective issues.

Our services have been requested for:

*
Board of Directors Meetings * Executive Retreats * Annual General
Meetings * Corporate Conferences * High Risk Terminations * Workplace
Violence/Stalking * Product Launches * Award Ceremonies * Galas * VIP
Visits * Dignitary Protection * Travel Security (Overseas) * Witness
Protection * Court Hearings (Escort) * Client Receptions

Mr. Sunil Ram
Director of Operations
Media Security Consultant
www.executivesecurity.ca
TEL: 705.788.1957


Location: Toronto Huntsville Bracebridge Barrie North Bay Mississauga Brampton

Executive Security

Number of posts : 3
Registration date : 2008-04-06

View user profile

Back to top Go down

View previous topic View next topic Back to top

- Similar topics

 
Permissions in this forum:
You cannot reply to topics in this forum