I'm no human-resource expert, but as far as the policy to escort terminated employees out of the building, I think this is one case where you need to trust the

I'm no human-resource expert, but as far as the policy to escort terminated employees out of the building, I think this is one case where you need to trust the manager of the employee and hope for the best. If the manager knows that the employee is prone to outbursts or seems to have anger issues, it's likely best to do a more restricted process. But if the manager knows the employee well and is otherwise on good-terms it obviously would be better to do the termination without involving the humiliation of a formal security escort. I've seen both processes in the same company. In the situation I described earlier, perhaps this employee's odd behavior (not showing up the very first day without even a phone call???) was a clue of larger issues that his manager should have heeded and keyed him to call in security when the time came to end his employment.