In some cases it may be appropriate to use added safety precautions, such as an offsite or video meeting or a security or law enforcement presence.
In some cases, it may be appropriate to utilize additional safety precautions.
Why inferred Conditional recommendation hedged with 'may be appropriate'; classified as a statement.
When deemed necessary, coordinated outreach through appropriate channels may be used to evaluate, assess, and intervene with former employees to reduce the risk of violence.
When deemed necessary, coordinated outreach through appropriate channels may be used to evaluate, assess, and intervene with former employees to reduce the risk of violence.
Why inferred Conditional recommendation hedged with 'may be used'; classified as a statement.
Post-separation strategies can include following up with an employee or their friends, family, or mental health provider; monitoring online behavior and communications (e.g., social media posts); and re-evaluating potential resources or support mechanisms to assist the employee in coping with stressors.
These strategies can include following up with an employee or their friends, family, or mental health provider; monitoring online behavior and communications (e.g., social media posts); and re-evaluating potential resources or support mechanisms to assist the employee in coping with stressors.
The post-separation strategies are not exhaustive and are not appropriate for all cases; BTAM teams should weigh them in the full context of the case.
These strategies are not exhaustive and not appropriate for all cases.
BTAM teams should carefully consider these intervention methods in the full context of what is known about the individual and their environment.
BTAM teams should carefully consider these intervention methods in the full context of what is known about the individual and their environment.
It can also be helpful to review the circumstances of the separation to assess organizational climate and potential interpersonal issues.
It can also be helpful to review the circumstances of the separation to assess organizational climate and potential interpersonal issues.
Terminating an employee does not eliminate the risk the employee poses.
Terminating an employee does not eliminate the risk an employee poses.
Why inferred Summary judgement drawn from the separation guidance; classified as a conclusion.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Additional safety precautions can include holding the separation meeting offsite or by phone or video, or having security or law enforcement present before, during, and after the termination.
These can include conducting a separation meeting at an offsite location or via a phone or video conference, or establishing a security or law enforcement presence before, during, and following the termination procedures.
In some cases, uncertainties or challenges may be experienced even after an employee has separated.
In some cases, uncertainties or challenges may be experienced even after an employee has separated.
For high-risk cases, other strategies might include working with law enforcement to issue a stay-away order and telling reception or front-desk staff to contact security or law enforcement if the individual is seen on premises after separation.
Other strategies, particularly for high-risk cases, might include coordinating with law enforcement to issue a “stay away” order from the premises and notifying reception, front desk, or other personnel to contact security or law enforcement if the individual of concern is observed on premises following the separation.
Why inferred Typed statement, not conjecture: the 'may'/'might'/'can' is permissive guidance (what a team may do), not speculation about what is the case.
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