In today's difficult global economy many companies are facing the prospect of corporate layoffs. Following a workplace violence shooting in Santa Clara last Friday, we have had many requests for information on how companies can better prepare for Reductions In Force ( RIF 's), how to recognize the Warning Signs for Violence, & ways to minimize Workplace Violence.
Santa Clara Shooting (11-14-08):
An employee that was laid off returned to work last Friday for a meeting with the CEO, VP Engineering and head of HR and killed all three. SiPort was a small company of only 39 employees; it was a very tragic situation.
The shooter did not fit the typical workplace violence profile, he is married with three children. This highlights the fact that although there are good profiles, a normally non-violent person can become violent. Media articles report that he was let go for performance issues. However, this start-up company's VC's had requested that all of their portfolio companies cut costs to conserve money anticipating lean economic times ahead. Employees at start-up companies put in very long hours expecting pay-off when the company is sold or IPO's; they feel "stabbed in the back" when the people they worked so hard with get to keep their jobs & get a chance at the "pot of gold". The shooter was a senior engineer and felt he had lost everything overnight. The management team felt that they knew the shooter well enough to agree to meet with him. Three senior executives were in the room with him & perhaps they felt "protected in numbers" or maybe they simply accommodated him because they knew him so well. However, we may never know if the managers in this situation had any "gut feeling" about him and therefore met together.
What can you do?
Prior to conducting a RIF steps can be taken to minimize the potential for workplace violence:
- Recognize the Warning Signs of Violence
- Identify Veiled or Direct Threats
- Identify behavioral issues & concerns prior to RIF
- Obtaining Restraining Orders (TRO)
- Conduct security-based Threat Risk Assessment
- Plan timing & location of Exit Interviews carefully
- Provide armed protection specialists during & post-event if any concerns exist.
- Armed protection for hostile shareholder meetings
- Ongoing armed surveillance, as needed
- Create a severance package to help diffuse the threat
Outsourced, Temp Workforces & Contractors: For Clients working with Outsourced Workforces and Temporary Placement Agencies we strongly recommend obtaining copies of background checks on all individuals that may be involved well in advance of RIF.
Threats of Workplace Violence: 10 Tips
If your company is considering a RIF / Layoff or termination of employment for an individual(s) that have made veiled or overt threats, or have a history of bizarre behavior or intimidating co-workers, the following are 10 tips to prevent Workplace Violence & prepare for potentially violent employment terminations:
Preparation
1. Review performance evaluation history for individuals considered for RIF / Layoff
- a. Request a background check or have copy of their background report available
b. Have employee/ contractors' date of birth, SSN, and driver's license number
c. Re-check the criminal records for all known counties.
d. Do you have a photo ID of Subject available?
e. Can his building access be rescinded immediately if needed?
f. Is there any prior history of threatening or intimidating behavior?
g. Is there a history of prescription medications or drug/alcohol use?
h. Is psychiatric evaluation needed?
i. Has the employee mentioned being on medications that they have stopped taking?
j. Has the subject discussed any weapons possession, favorite weapons, martial arts, survivalist or combat training of any type?
k. Is the subject known to be involved with any hate groups or any radical groups
l. Does the subject have a negative performance evaluation or any reprimand recently?
m. Does the company plan to coach the employee or terminate employment?
n. Are there any special circumstances that you may be aware of in this person's life that could aggravate his/her situation? (Examples might be sick parents, unstable home, domestic violence issues, divorce, child custody battle, financial pressures, etc).
3. Obtain Restraining Order TRO. Discuss with corporate legal or General Counsel.
4. Advise company Crisis or Threat Response Team (CMT/CRT).
5. Liaise with local law enforcement ( Info rtal/ Security service will provide liaison).
6. Schedule Armed Protective Services at least 3 to 5 days in advance. Do not use unarmed security guards as they cannot intercept a dangerous individual; by law they must only "Observe & Report".
7. Create a Special Severance Package:
- a. Severance pay (the better package, the less likely the person is to come back & blame the company & it's employees)
b. Extended pay (case-by-case)
c. Extended medical option (also dental, vision, etc)
d. Outplacement support-helps Subject to find employment & move forward with their life
9. Schedule Termination date, layoff details, location (room checked for dangerous items, allow no briefcases/ purses in room). Armed security personnel need line-of-sight for response & should always escort the person off-premises.
10. Evaluate need for armed surveillance. Important: When Subject leaves work, it will be harder to track his/her whereabouts if she/he makes a threat in the immediate future.
Follow Up
1. Err on the side of caution & use armed security presence if you have any concerns
2. Never meet with a terminated employee in person. Conduct any meetings via conference call.
3. Identify who will follow up with employee post-termination event; this is an important step that should not be overlooked.
4. Conduct Debrief session. Identify what worked well and what improvements are needed for future threat situations.