Checklist – Involuntary Separation

Screening Questions (Who/What/When/Why)

SECTION 1: Complete the following safety questions for all separations. If you get a ‘YES’ response for 2 or more, contact human resources (HR), management or threat assessment team.

1. Employee position

2. Department

3. Manager

4. Duration of employment

5. Reason for separation

6. Was a criminal background check completed at time of hire?

7. Timeline for separation

8. Is employee still on campus or on administrative leave?

9. Is the case being investigated by Employee Relations, HR, Title 9?

10. Is the employee aware of separation?

11. Does the employee show animosity or hostility toward anyone involved with the investigation or the separation meeting?

12. Does the employee have any support?

13. Any known behavioral health concerns or stressors and/or substance abuse?

14. Any known history of workplace violence?

SECTION 2: HR completes the following safety questions for all separations. If you get a ‘YES’ response for 2 or more, contact the threat assessor or coporate security management

1. Has the employee reacted violently to coaching from manager and/or HR?

2. To your knowledge, are there concerns about the employee regarding potential of sabotage or theft, or access to sensitive or potentially dangerous materials?

3. Has the employee shown behavioral changes or conditions that may be of concern?

4. Is the person under stress related to this action (medical, family, divorce, etc.)?

5. Have there been warning signs, which would cause a negative reaction (fascination with weapons, leakage, suicidal/homicidal ideation, or news related events)?

6. Are you aware of coworkers of the employee expressing concerns about how the person may react to negative circumstances?

7. Does the person have access to weapons? Has the person expressed a desire to obtain weapons?

SECTION 3: Conduct Pre-Separation Meeting with Team. Review facts of the case, including corrective action processes and employee responses.

1. Employee Schedule

2. Date and Time of Meeting (Ideally not on a Friday

3. Location (Remotely if possible)

4. Other factors that could affect or elevate the risk of separation on that day.

5. Separation meeting attendees (Who will represent the organization)?

6. Do we need a PD or security standby?

7. Personal belongings: Who’s going to box up? How will they be delivered? Consult with legal before boxing up someone’s personal belongings.

8. Who and when will you collect company-issued equipment?

9. Who will attend the meeting?

10. Notify organization access controls and/or any other applicable offices/departments/banks/etc. to remove access.

11. Discuss safety plan for team conducting the separation meeting.

12. Prepare the separation package (next steps info; benefits, final paycheck, Job Service, EAP, etc.)/severance package.d a PD or security standby?

13. HR will notify manager

14. HR will notify union.

15. Who will notify employee (Manager, Union, Other)?

SECTION 4: Separation Meeting

1. Policy infraction and/or read separation letter.

2. Deliver separation paperwork and separation packet

3. Communicate trespass notice if applicable

4. Collect keys, tools, materials, computers, access control cards (if applicable, return to HR).

5. If necessary, have law enforcement present while the individual recovers personal items OR consult with legal to pack personal belongings and ship them.

6. Escort employee out of the facility.

7. Communicate to security and management staff; how will you share information about the employee’s separation with coworkers?

8. Have you sought legal input?

SECTION 5: Monitor for any concerns that arise: unwanted phone calls, appearances, emails, etc. involving anyone related to the workplace. Monitor for threats of lawsuits and social media leakage. Report to Safety Team if any of the previous items are brought to your attention.

Screening Questions (Who/What/When/Why)

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