Dealing with High Risk Terminations

Dealing with High Risk Terminations
Duration: 60 Minutes
Module 1Module 1
Recorded on: 2021-01-13
Unit 1Slide Deck: Dealing with High Risk Terminations
Unit 2Transcript: Dealing with High Risk Terminations
Unit 3Workbook: Dealing with High Risk Terminations
Unit 4Recording: Dealing with High Risk Terminations

By nature, humans tend to avoid thinking of the negative things we have to deal with. This tendency limits our ability to deal with the negativity when it comes. But we also know that procrastinating on proactive and preventive measures is likely to bring even more headaches and harm. This concept applies to high-risk terminations in the workplace and this session will unpack what is the risk and how do we prevent it.

Back on the Justice Clearinghouse to discuss high-risk terminations is Mark Warren, the Vice President and Director of Training for Strategos International. Mark has a 27-year law enforcement background working in different capacities from the U.S. Army Military Police Corps, to undercover operative, to instructor. Prior to retiring, he was the Firearms/Use-of-Force Program Manager for his department.

Specifics covered on this webinar include:

  • Anecdotes from the article Deadly Terminations and How to Avoid Them by Dr. James N. Madero, detailing case studies of and risks associated with terminating employees.
  • Topline concerns and questions when an organization is about to do a high-risk termination.
  • Circumstances that surround a high-risk termination and how these influence the employee’s potential reaction and whether something is more defensible in a court of law.
  • The two types of and causes for high-risk terminations.
  • The importance of getting to the root of an employee’s deteriorating work performance and address it before the situation escalates into one that warrants termination.
  • Spotting issues early on by looking at employee health and hygiene, mood, concentration and behavior, safety issues, co-worker interaction, attendance, and productivity, among others.
  • The avenging and boundary probing characters to look out for in the workplace that if unaddressed, are likely to end up as high-risk terminations.
  • Things to consider and questions to ask when determining whether the employee/case is considered a high-risk termination that looks into:
    • The employee’s personality, hobbies, interests, beliefs, personal issues, and physical and mental health.
    • The legality of the termination procedure.
    • The individual’s social skills, social circle and associations.
    • The employee’s tendency for substance use/abuse, threat and violence, and whether they got away with it in the past.
    • The organization’s effort to set employees up for success and assist in challenges they’re facing.
  • Planning for and conducting involuntary and high-risk terminations by taking into account:
    • The dignity, self-respect, and welfare of the individual to be terminated.
    • Ways to lessen the impact of the termination by offering a severance package and other forms of assistance.
    • The location and when it is most conducive to have the termination meeting.
    • The person who will be conducting the termination and those present in the room.
    • Security details that ensure the safety of all employees.
  • Strategos Solutions’ strategy when serving clients with high-risk-termination risk needs, the myriad of security solutions they provide, and the partners and resources they work with.

Questions from the webinar audience are on:

  • Resources on the topic.
  • How the current economic and political environment impacts the likelihood of high-risk terminations.
  • Getting leaders and organizations to show genuine concern for employees’ well-being.
  • Protections and rights related to social media.
  • The concept of boundary probing.




Other Upcoming Webinars with Mark:


Resources Mentioned During Webinar:


Audience Comments

  • “I have dealt with high-risk terminations and never thought to look at social media platforms. It is definitely a new era.” — Marisa
  • “There were several less obvious risk indicators that were helpful, especially for establishing a legally defensible argument for pursing a high-risk strategy.” — Perry
  • “I took a lot of notes, I like the suggestions on how to handle employees who are high-risk during the actual termination/reduction meeting. I think this should be a course that Supervisors take.” — Matt
  • “Good information regarding assessments. Great presenter.” — Luis
  • “The webinar was relevant and well presented. Thank you.” — Jose
  • “The entire webinar was valuable. One thing I learned, which was something I had not considered previously, was determining the time of day when planning an involuntary termination. Taking into account how many staff members might be present during certain times of the day seems very important and something that needs to be considered going forward. Thank you Mark and Christina for this wonderful webinar.” — Joshua
  • “Everything was extremely helpful. Opened up an area for consideration that has never been addressed, although it has happened. Thank you so much, Mr. Warren!” — Kelley
  • “The most valuable thing I learned from this webinar is if you can offer immediate outplacement services for the terminated employee. I enjoyed this point because it shows the terminated employee they are valued and can provide assistance if possible.” — Erika
  • “Lots of really great material covered in the webinar-I liked the question and answer about getting administrative staff on board with education. It was really a great webinar. Thank you!” — Denise
  • “I had never thought about the concept of dealing with High-Risk Terminations and this was an eye-opener.”  — Annah



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