Difference between revisions of "Staff Exit Procedure"
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| Line 1: | Line 1: | ||
| − | On last day | + | *'''On last day''' |
| − | * Get keys | + | ** Get keys |
| − | * Recollect infrastructure equipment they might have | + | ** Recollect infrastructure equipment they might have |
| − | Later communication with the individual | + | *'''Later communication with the individual''' |
| − | * Get them their last paycheck & discuss vacation reimbursement ''we want to document this?'' | + | ** Get them their last paycheck & discuss vacation reimbursement ''we want to document this?'' |
| − | * If applicable, figure out logistics of transition to new hire: can they do training? | + | ** If applicable, figure out logistics of transition to new hire: can they do training? |
| − | First possible HR meeting | + | *'''First possible opportunity (or HR meeting, if not pressing)''' |
| − | * review whether we need to change [[locks]]/passwords | + | ** review whether we need to change [[locks]]/passwords |
| − | * Determine status: quit, laid off, fired<br/> document decision and supporting evidence in their personnel file | + | ** Determine status: quit, laid off, fired<br/> document decision and supporting evidence in their personnel file |
| − | * Remove from restricted email lists | + | ** Remove from restricted email lists |
| − | * Announce it to the community | + | ** Announce it to the community |
| − | Ongoing | + | *'''Ongoing''' |
| − | * Calls about former employees should go to members of the HR committee | + | ** Calls about former employees should go to members of the HR committee |
| − | * Information about unemployment should go to HR as well | + | ** Information about unemployment should go to HR as well |
Revision as of 12:36, 13 July 2005
- On last day
- Get keys
- Recollect infrastructure equipment they might have
- Later communication with the individual
- Get them their last paycheck & discuss vacation reimbursement we want to document this?
- If applicable, figure out logistics of transition to new hire: can they do training?
- First possible opportunity (or HR meeting, if not pressing)
- review whether we need to change locks/passwords
- Determine status: quit, laid off, fired
document decision and supporting evidence in their personnel file - Remove from restricted email lists
- Announce it to the community
- Ongoing
- Calls about former employees should go to members of the HR committee
- Information about unemployment should go to HR as well