Often, external physical security threats are the focal point when news comes out about physical security threats facing modern companies. The focus is often on active shooters, for instance.
In a recent article for Security Magazine, Alan Saquella writes about a range of employee-specific threats that often go under the radar but cause legitimate day-to-day problems for many companies. Disgruntled former employees — whether laid off or fired on bad terms — pose a range of threats from physical violence to vandalism of a company’s office complex.
A broad range of threats
“The prevalence of non-violent acts perpetrated by former employees is often underreported and underestimated, yet their impact can be just as devastating, if not more so, both financially and in terms of public safety,” Saquella writes. “For example, consider the case of a terminated telecommunications employee who sabotaged a fiber trunk line, resulting in a catastrophic communications outage that not only incurred millions of dollars in damages and fines but tragically led to the loss of a life due to the inability to reach emergency services. Similarly, deliberate tampering with natural gas distribution lines by a former employee of a gas company led to unsafe conditions and significant financial losses.”
In addressing this very broad range of rather complex, employee-specific security threats, Saquella explains that a holistic approach must be embraced — there isn’t a one-size-fits all way to handle these kinds of threats. Key among them is fostering a supportive and positive workplace environment in the first place mitigating any potential for future employee-directed violence.
Some concrete solutions
Saquella points to “post-termination monitoring” as one key component to making sure these kinds of retaliatory ex-employee threats don’t escalate further. This refers to discreetly monitoring former employees who might exhibit “red flag behaviors” on social media, for one example.
Beyond this, he points to “robust softeners” like generous severance packages, continuation of benefits, and available counseling services to prevent resentments from forming. It’s better to end an employer-employee relationship positively — even if the staffer in question was far from ideal — than create a situation that can spiral out of control.
As with any physical security threat, vigilance is key.
“By adopting a proactive and comprehensive approach to addressing workplace violence, organizations can better safeguard their employees, assets and reputation. Collaboration between security, human resources and leadership is essential in identifying, assessing and mitigating potential threats at every stage of the employment lifecycle. From pre-termination assessments to post-termination monitoring, it’s imperative to remain vigilant and responsive to evolving risks,” he concludes.
For more of Saquella’s recommendations, check out the full article here.