Breaking Down Security Risks in Academic Terminations: Lessons from University of Michigan Case

The University of Michigan's recent firing of football coach Sherrone Moore, who was later detained and charged with felony home invasion, highlights critical security vulnerabilities in termination processes when proper protocols are bypassed.

The incident serves as a stark reminder that employee dismissals represent high-risk scenarios requiring coordination between human resources, security personnel, and other stakeholders—especially in high-profile positions where emotions and tensions can escalate rapidly.

The Michigan Incident: A Security Oversight

On December 10, 2025, the University of Michigan fired football coach Sherrone Moore citing "an inappropriate relationship with a staff member." Just two days later, Moore faced three criminal charges, including third-degree felony home invasion, following an incident at the residence of a woman with whom he reportedly had relations.

According to CBS News, Athletic Director Warde Manuel had been informed that Moore was struggling with mental health issues prior to the termination. Despite this knowledge, "Manuel fired Moore in a one-on-one conversation without human resources or security present."

While the charges stemmed from conduct off-campus, security experts point to this case as an example of how quickly situations can deteriorate when termination processes lack proper security oversight.

"The situation involving the recent firing of University of Michigan coach Sherrone Moore offers a timely reminder of the risks organizations face when terminations are not handled with careful coordination between HR, security and other key stakeholders," explains Alan Saquella, Assistant Professor of Global Security and Intelligence at Embry-Riddle Aeronautical University.

Though the university itself did not experience workplace violence, the case demonstrates how termination-related risks can spill over into other environments when not properly managed. This incident reinforces the importance of comprehensive security risk management and compliance in academic and administrative processes.

Best Practices for Security-Conscious Terminations

Security professionals emphasize that workplace violence typically follows a progression rather than erupting spontaneously. The pattern generally includes grievance, ideation, planning, preparation, and action—a sequence that can be disrupted with proper intervention.

"In high-profile or grievance-driven environments like collegiate athletics, involving security in the termination planning process allows for behavioral assessments, safety planning, and structured off-boarding support," Saquella states.

Key security considerations for terminations include:

1. Pre-termination risk assessment, particularly for employees in high-stress positions or those exhibiting concerning behaviors
2. Security presence during difficult termination meetings
3. Coordinated planning between HR and security departments
4. Post-termination monitoring when risk factors are present
5. Implementation of cross-functional threat assessment teams

"Workplace violence seldom occurs spontaneously," Saquella asserts. "It generally follows the progression of grievance, ideation, planning, preparation, and action. In high-pressure environments where emotions run high, skipping structured assessment steps can increase risk."

The case highlights how institutional safeguards failed when standard protocols were bypassed. When Manuel conducted the termination alone without security or HR support, he eliminated critical protective layers designed to manage potential volatility.

Digital Security Considerations

Beyond physical security concerns, terminations also require careful attention to digital access management. Organizations should implement immediate revocation of systems access, particularly for employees with elevated privileges who might pose significant data security or social media risks upon termination. Proper off-boarding procedures should include:

• Immediate access revocation to all critical systems
• Collection of company property including devices containing sensitive information
• Mandatory password changes for shared accounts or systems
• Documentation of all digital access points that require closure

Practical Applications for Security Professionals

Security leaders can leverage this incident to strengthen organizational practices in several ways:

1. Advocate for security's involvement in termination planning for high-risk positions or situations
2. Develop clear protocols that specify when security presence is required during dismissals
3. Establish post-termination monitoring procedures for cases with elevated risk factors
4. Create cross-functional threat assessment teams that can evaluate situations holistically
5. Train HR personnel to recognize when security involvement is necessary

These measures aren't implemented because violence is expected, but because terminations create unpredictable emotional responses that benefit from structured risk management.

For university security directors specifically, this case underscores the need for special protocols surrounding high-profile athletic department personnel, where public scrutiny and intense emotions often amplify termination risks.

Building Organizational Resilience

The Michigan case also highlights the importance of organizational resilience in managing security risks. With the ongoing shortage of cybersecurity talent and retention challenges, institutions must develop robust business continuity plans that account for high-profile departures.

Developing a threat assessment framework is essential for identifying potential risks before they materialize. According to the Society for Human Resource Management, organizations should establish formal threat assessment teams that include representatives from security, HR, legal, and mental health services to evaluate potential risks in termination situations.

By positioning security as an essential partner in termination processes, organizations can better protect both the departing employee and the broader community from potential escalations. Implementing comprehensive termination protocols that address both physical and digital security concerns creates multiple layers of protection during these high-risk transitions.