A former employee threatening to return and harm someone is a serious workplace security concern. Threats may arrive by text, email, social media, or through coworkers, days or months after employment ends. Employers need to respond based on the actual risk.
Do Not Dismiss the Threat
Determine what was said, who was threatened, whether a time or location was named, and whether the danger is immediate. Returning to discuss a termination is not the same as threatening to shoot a supervisor. Specific threats require prompt action.
Contact Law Enforcement and File a Report
Call 911 for imminent danger. Report other credible threats to the local police department. Provide the person’s identifying details, known vehicle information, exact statements, and evidence. Record the incident number and report additional threats with reference to the earlier incident.
Preserve All Evidence
Save texts, emails, voicemails, social media posts, video, and witness statements. Ask employees not to delete messages or argue with the former employee. Record when management learned of the threat and how it responded.
Consider Protection Orders and Trespass Restrictions
A threatened individual may qualify for a Colorado civil protection order depending on the circumstances. Consult counsel about available remedies and who may seek them. A business may also withdraw permission to enter private property and communicate that restriction appropriately. Neither an order nor a trespass notice physically prevents entry.
Strengthen Building Security
Review entrances, parking lots, reception, employee access points, cameras, emergency communications, and any credentials the former employee still possesses. Employees should know how to report a sighting without confronting the individual.
Hire Armed Security When Warranted
Credible threats of deadly violence may justify armed security. Properly trained guards can support access control, observation, emergency communications, and protective coverage. Establish a clear plan and coordinate with police. Guards must operate within their authority and use force only when legally justified.
Prepare Employees Without Creating Panic
Give potentially targeted employees practical safety information without broadly distributing confidential personnel records. Review reporting procedures, exits, emergency notifications, and shelter locations. Employees should not investigate or confront the former employee.
Understand Potential Liability
After a credible threat, a business that takes no meaningful action may face questions about foreseeability, negligence, and workplace safety if violence occurs. Liability is fact-dependent, but management should be able to explain its risk assessment and precautions.
How Long Should Security Remain?
There is no universal timeframe. Coverage should reflect the continuing threat, new incidents, law enforcement information, and vulnerabilities. Review the need periodically; a lack of new threats does not automatically erase the original risk.
Final Thoughts
Do not simply hope a threatening former employee changes their mind. Contact law enforcement, preserve evidence, review legal options, and take appropriate precautions to protect staff.
