Description
Prevent future conflict and understand the issues and hazards associated with offboarding.The end of the employment relationship involves complex issues that can often be contentious and emotionally charged. Many employers fail to evaluate their offboarding processes until it is too late. It is crucial to understand the issues and hazards associated with offboarding to mitigate those risks and prevent future conflicts. This material will help those responsible for dealing with departing employees understand the potential conflicts that may arise from the offboarding process. The material will also explain methods and best practices to help ensure a smooth offboarding process and avoid the creation of additional conflicts.
Date: 2021-07-20 Start Time: End Time:
Learning Objectives
Introduction and Preparing for Exit
• Understand and Document the Reasons for Termination (If Involuntary)
• Collect and Review All Documents Relating to the Employee’s Employment, Including Any Relevant Employment Contracts or Severance Agreements
• Consider Any Specific Rights or Obligations of Employee and/or Employer
General Exit Procedures Before Final Day
• Receive Resignation Letter or Determine If Written Termination Notice Is Required
• Determine the Timing of Exit
• If Immediate Exit, Consider Security and Other Issues
• Notify Employee If Involuntary Termination
• Notify Others of the Employee’s Exit/Planned Exit
• Hold Exit Interview If Resignation
Severance and/or Release?
• Determine If Severance Must Be Paid Pursuant to a Contract or Applicable Laws
• Even If No Obligation to Provide Severance, Consider Doing so in Conjunction With a Release of Claims
• Consider What Terms to Include in a Release
Benefits and Other Issues
• Determine When Benefits Will Cease
• Provide COBRA Notice
• Determine Final Pay/Other Wages to Be Paid out (e.g., Vacation Time)
• Determine Any Trade Secret/Restrictive Covenant Issues
• Address Any Immigration Issues
On Day of Termination
• Address Security/Property Issues, Including Return of All Employer Property and Discontinuing Access to Employer Networks
• Determine Final Pay and Other Payment Issues
• Determine Status of Transfer of Duties
After Termination
• Determine How to Address Any Concerns From Remaining Employees
• Determine How to Respond to References
Questions and Answers
HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Gregory P. Abrams-Faegre Drinker Biddle & Reath LLP, Daniel Dorson – Faegre Drinker Biddle & Reath LLP, Kristin M. Halsing – Faegre Drinker Biddle & Reath LLP
