Termination for Cause

The subject is involuntarily removed from the organization due to misconduct, performance failure, policy breach, or other cause-based grounds. Unlike workforce reductions (which typically involves a process and/or negotiation) terminations for cause are highly personal and often carry significant emotional charge, especially if the subject perceives the action as unjust, humiliating, or damaging to reputation or career prospects.

Subjects terminated for cause may exhibit high-risk behaviors during the pre-termination window (e.g., after being placed under investigation or on performance review) or immediately following notification. Even brief access persistence post-notification can present significant risk. The subject may attempt to delete evidence, exfiltrate data for leverage, disrupt systems, or stage retaliatory actions. The motivational blend of perceived injustice and loss of control often drives urgent, overt behavior with little regard for concealment.

Investigators should assess not only the subject’s final actions, but also the timeline of organizational awareness, specifically whether the subject had foreknowledge of the impending termination, and whether access controls were applied in parallel with disciplinary measures.