Potentially Violent Employee Termination

Missy

We have an employee that has been written up for inappropriate displays of temper and poor customer service in the past. He received a written warning 6 weeks ago with a strong suggestion that he take advantage of our EAP for anger management. Last Wednesday, he lost it with both a customer and another one of our employees. He was screaming obscenities at our other employee and was emotionally out of control.

We plan to terminate him in the morning (he's out sick today), but based on his past behavior, are very concerned that he may come back and do something. I'm looking for suggestions on how best to handle this.

Thanks!

Rockie

If you have a security guard, I would have him standing by just in case. If you really feel he would be violent, instead of putting any other employees in danger such as having some males standing by to escort him off the premises, I would have a termination letter messengered over to his home. This sounds cold, but in the absence of proper security, it would be better than having him come on the premises if you suspect he may be physically violent or even be carrying a weapon.

There is no way of knowing really how someone will react to termination. Some of the people you think will really cause issues are as meek as lambs when you terminate them - others that you think would never even raise their voices become a totally different person. But...above all...don't put yourself or other employees in any potentially dangerous situation, especially given the behavior that he has exhibited in the recent past.

Good luck!

Don D

[font size="1" color="#FF0000"]LAST EDITED ON 07-08-02 AT 02:04PM (CST)[/font][p]Missy: This is a tough one. By now, you've probably either already done the deed or have your plan in place. I had one last January that was potentially violent, admitted he had seriously abused pain pills and tranquilizers and was staring at me like he could see right through my head, telling me he guessed I knew what happened to those people in (whatever state) where the employee had come in and shot up the bldg. We don't have a guard. I told him to leave the facility immediately and rounded up three other males in case he went off. He refused to leave the facility entirely and hung around in the front parking lot, so I told him the police had already been called and perhaps they would be able to assist him in deciding. He left then. I called his wife and told her he was forbidden from entering the property. I also called him as soon as he got home and told him he was not to return and that he would be placed under arrest if he did. You can bet that my guy as well as YOUR guy were both hopped up on something that made reasoning with them doubtful. An employee hopped up on dope is like a wounded animal....the first hand he will bite off is the hand of the person who is trying to help him. The first action is to get him off the property and alert authorities if you perceive him to be a threat of physical violence. PERIOD! Reasoning be damned! And the 'official' termination can wait until you and the staff are safe. IT IS ALSO IMPORTANT TO ADVISE RECEPTION AND SUPERVISORS AND OTHER KEY STAFF THAT IF HE IS SEEN ENTERING OR NEAR THE PROPERTY THE POLICE ARE TO BE IMMEDIATELY CALLED, AND NOT TO CALL HR FIRST. On the advice of counsel later, we also opted to not contest his UI claim and let him draw 26 weeks, that I assume just ended. I would imagine that mine will be the first name that comes to mind when he realizes that check has dried up.

ritaanz

Sometimes I say to myself (yes, at times I do talk to myself) they can't pay me enough to do this job. But, this type of termination goes with the territory.

We have a conference room very close to the front door. If I feel this is going to be a tough one, I use that room. I remove anything that can be tossed either at me or around the room. I also plan very carefully what I am going to say. I keep it short and try to be as up beat as the situation will allow.

I also alert the switchboard to watch for the extension in that room. She is told that if the light goes on (I pick up the receiver) 911 is to be called immediately. So far, I have had to duck a few times but managed to subdue the soon to be ex-employee by hinting that he/she will be needing a reference some day and I can be open minded. x:P

Paul in Cannon Beach

I have heard it suggested that you hold these terminations on Friday which gives the person the weekend to cool off rather than return the next day fired up.

Also, don't argue with the guy. Nothing to be gained by it. Let him vent if he needs to but don't defend the decision or argue past offenses. Don't soften your position either.

Have another person with you when you are with him.

Let us know how it went... I will put up a prayer for you. I work for a religious non profit so I pray all the time in my office.

[email]paulknoch@hotmail.com[/email]

Gillian

The best ally to have when dealing with these issues is a mental health professional, because they have the skills that are needed to bring a person back to earth, so to speak. Call your EAP if you have one or get a referral from someone. The last time I was involved in one of these we arranged for the mental health professional to be on the phone while the termination took place, afterwards the phone was given to the employee and he left as quiet as a lamb. This worked, of course, because the employee was in counseling with the mental health professional so there was a level of trust which led to the outcome.

At the least, call a mental health professional to get some guidance on how to deal with this person.

Missy

Thank you for the many good suggestions. We are planning on meeting with him late in the day, in a private conference room and giving him the option to resign, effective immediately. We also plan to tell him that we will not contest his unemployment. Our switchboard and security will be standing by, just in case.

My second issue is this- how do we protect our employees moving forward? I hope that I am being overly cautious, but his work group is in the back of a large manufacturing plant and they are fairly isolated from the rest of us. Since his outbursts have been directed to employees in his immediate area, I'm concerned that he may choose to pay an unexpected visit at a later date.

You know, I was going to post to the "Why I love HR" thread, but I think I might just wait until tomorrow! x:D

ritaanz

Your concern is well warranted. SECURE THE AREA. Gather the employees who work in that area as well as any employees who work in areas that he has to pass. It is not necessary to go into any details regarding the termination. Advise them that Mr. X is no longer with the company and if anyone sees him on/or near the premises to call the switchboard. I presume that the switchboard already knows what to do.

Let us know how it goes. Remember, this too shall pass.

Missy

Well, we all survived! The employee was angry, but under control. He chose the voluntary resignation and let us know he had plans to talk to his lawyer today, anyway.

I'm glad that's over and hope we've seen the last of him. Thanks again for all of the excellent suggestions!

Rockie

Sounds like it went as well as could be expected. They all have lawyers (according to them), but it sounds like you had good documentation and offered alternatives to termination that he could have taken advantage of.

Good luck!

Don D

A final word of caution and I'll repeat myself. If this guy is as potentially violent as you perceived earlier, I would still put my people on red alert and I would advise the local police. If though, you judged in your term meeting that he had cooled down and was not the threat you assumed him to be, don't call the police. Still be cautious. He could easily stroll back up to the building tomorrow.

Paul in Cannon Beach

Glad to hear that all went well. I did put up that prayer...

[email]paulknoch@hotmail.com[/email]