Liste De Vérification De La Résiliation D'employé Simplifiée

Signature employee termination checklist

this is Steve Bruce for the HR daily advisor this is the sixth video in our firing one-on-one series nine questions before the termination meeting the actual termination meeting is going to be challenging enough without any unpleasant surprises these nine questions will help you ensure that you are prepared one who will conduct the termination terminations are generally conducted by the direct supervisor although a representative of the HR department or a higher level manager may take this responsibility others who may be involved include other managers to provide a witness members of the security team representatives of your Employee Assistance Program and benefits or outplacement specialists to when and where will the termination take place if possible schedule determination meeting near the end of the day in a private area select a place that allows the terminated employee to leave the premises with a minimum of embarrassment and personal contact with other employees three what benefits and compensation issues must be settled be prepared to discuss issues such as salary continuation of various insurances accrued vacation sick leave personal days and PTO bonuses and commissions profit sharing stock options and so on clarify the status of other benefits particularly if they have an ongoing component for example memberships and professional associations payments for tuition reimbursement subscriptions company auto or outstanding loans for what separates pay will be offered is the employer legally or contractually bound to provide severance does the employer choose to provide an extra severance amount coupled with a well drafted release form five are there any future expectation be prepared to clarify any additional work expected such as finishing a project reviewing a future report or conducting training will there be compensation for this work six what will the reference state be prepared to clarify what references if any the organization will give seven what will you give to the employee and what will you get from the employee examples of items that you need to get from the employee ID badges keys parking stickers other security related items company credit cards company own tools computer cell phone or beeper signatures on waivers or other documents completed forms including those for continuation or conversion of insurance benefits you should have a checklist of these items it is hard to get them after the employee has left and items that you may need to give to the employee a final paycheck including final pay as well as any overtime pay severance pay accrued vacation and sick pay if applicable benefits information a copy of an employment reference legal reminders for example of the employees obligations under any non-compete non-solicitation were non-disclosure agreement as well as patent trade secret and other intellectual property agreements II what will the employees next steps be is the employee terminated as of the meeting or do you expect the employee to continue working will the employee go back to his or her office if not how will personal effects be handled when will the last day work be will the employee meet with counselors 9 what security measures are required under certain circumstances organizations may want to consider extra security for example when there is the possibility of a violent reaction when the employee has access to sense computer records sensitive computer programs or equipment trade secrets or files such as customer lists when the employee has access to cash or securities security precautions may include watching the employee remove personal items escorting the employee off the premises when escorting a terminated employee do it as unobtrusively as possible in validating the terminated employees computer password including email and online services changing door locks or security codes as necessary removing the employee's name as a signatory to any accounts or post office boxes in order to facilitate the employee's departure consider the following offer to deliver personal property to the employee's residence at company expense offer transportation to get home or to a previously designated counselor's office or other location be sure to watch the next and final video in the firing 101 series the six step termination meeting for terminations and for all your HR challenges we recommend HR BLR dot-com this is Steve Bruce for the HR daily advisor