Termination

Lesson 4: Topic 6 of 14

lnha lnfa rcal ala hcbs renewal NAB NCERS CEU LPC LMFT NPC lnha lnfa rcal hcbs LPC LMFT NPC npc

If your zero tolerance policy identifies someone who could possibly be a danger to self or others, it is imperative that you deal with the situation immediately. This is not to stigmatize any one person or group of people. It is, however, necessary to keep your business and your staff safe. 

MART Productions on Pexels lnha lnfa rcal ala hcbs renewal NAB CEU LPC lvn LMFT NPC lnha lnfa rcal ala hcbs renewal NCERS CEU Culture LPC LMFT NPC

Security expert Gavin de Becker suggest using the acronym TIME as a diagnostic tool:

  • Has the employee issued Threats?
  • Is he or she Intimidating others? 
  • Is he or she Manipulative?
  • Does this person have a pattern of Escalating problems?

If the answers to these questions are ‘yes,’ de Becker suggests this employee should have been fired long ago. Not addressing these maladaptive character traits effectively ‘trains’ the employee (and those who are watching) that these behaviors are acceptable.

Wrongful termination accusations do happen, which might make an employer reluctant to fire a potentially dangerous employee. However, employers have also been sued for negligence in hiring or retaining an employee who wound up injuring coworkers. There is certainly no ‘one size fits all’ rule or guideline when handling this type of situation. Gather information as needed, and ensure a “paper trail” of issues are placed in the employee’s file and a separate location.

An accusation by one employee against another without proof (no camera footage or eyewitnesses, no bruising or other injury, etc.) should be treated as just that: an accusation. “Innocent until proven guilty” applies here. Conduct an investigation and, if warranted, suspend the accused employee while you are conducting it. We strongly advise assuring him or her that this is temporary, it is not punitive, and that suspension is with pay. For one thing, this person genuinely might not be guilty, and for another, a volatile aggrieved employee might be pushed over the edge if he or she believes they’re being treated unfairly. Allowing the accused to respond to the allegations and keeping this person apprised of the progress of the investigation may help allay feelings of mistrust and suspicion.