Dive Brief:

• The recent Ashley Madison data breach event points to how vulnerable an employer can be if even one employee is disgruntled.
• According to an article at Mashable, all that damage was likely the handiwork of one miffed former employee or contractor, as AshleyMadison CEO Noah Biderman told security expert Brian Krebs after the data breach was reported.
• The Mashable article notes that while the corporate hierarchy (including the CHRO) might not think very much about lower-level employees and probably think even less about them if they have been let go for any number of reasons. But that’s a huge mistake, writes author Samantha Cooney.

Dive Insight:

So what can HR do to make sure their company doesn't get burned by the wrath of a former employee? One thing experts say is don’t catch them by surprise

“The more important question is this: what can companies do to protect themselves before they fire an employee?” Michael Trachtman, a lawyer who specializes in business litigation and employment law told Mashable. “The biggest mistakes employers make is not stacking the legal deck in their favor before they fire an employee.”

That prevention plan should include a set of clearly articulated and documented policies that give employees clear expectations and guidelines about their role, provide regular feedback to employees who aren’t performing well, and outline the steps that the company can take if an employee continues to under perform, Trachtman says.

Most of all, Trachtman told Mashable that it’s important for managers to keep extensive documentation of workplace issues and performance deficiencies. It’s the only way to protect yourself if an employee attempts to sue you for wrongful termination. Of course, it may not actually prevent an angry employee from sabotage, but it could help.