0. Assess the risk of violence if the termination is due to an employee's violent conduct.
0. It is best to seek the advice and presence of human resource professionals trained and experienced in hostile termination procedures, if the risk of violence is determined high or even moderate.
0. Perform a safety audit of the room where the termination will occur. Remove any objects that could be used to cause injury such as rulers, staplers, straight edge letter openers, scissors, calculators or glass items.
0. Terminate an employee in a face-to-face meeting. Never terminate by a letter sent to the employee's home or allow the employee to hear of his impending termination through the office grapevine.
0. If you suspect the employee may become confrontational or violent to himself or others, ask either an employee from your Employee Assistance Program or another mental health professional for advice on how to communicate the decision to the employee.
0. If the individual is believed to be potentially volatile, the presence of a security professional trained and experienced in hostile terminations is highly recommended.
0. As a last resort, have the mental health professional or someone from company security remain near the conference room or attend the meeting if necessary.
0. If the employee asks why others are present, respond by saying you hope to avoid any possible hostile confrontation.
0. Those communicating termination decisions should sit closest to the door and preferably on the other side of a table or desk, which can act as a barrier and allow time to escape the room if necessary.
0. Use a calm, non-provocative tone during the meeting. Appear supportive and understanding without deviating from the true reasons for the meeting.
0. Answer all questions regarding the reasons for the termination. Listen closely to what the employee has to say and respond to termination related questions succinctly.
0. Have all relevant facts on hand. Do not make responses that are not supported by documentation.
0. Offer terminated employees' out-placement services, severance packages, paid education and skills-building courses and extended access to employee assistance programs.
0. Inform the employee of work-related finances and available options including COBRA costs, 401(k) and pension plans and unused vacation.
0. Allow the employee to leave with as much pride and self-respect as possible. Avoid any conduct that has the potential to unnecessarily humiliate the employee.

"After the termination meeting, have the employee leave the premises as soon as possible because the employee's continued presence at your company will only hurt morale and create an uncomfortable and possibly dangerous environment.  If the terminated individual makes threats of violence or retribution, note these statements and report this to law enforcement authorities.
 
"It may also be advisable to retain the services of a reputable and professional security or investigations firm to keep the individual under discrete surveillance for an initial 48 to 72 hours, and periodically over the next few months."