Difference between revisions of "Staff Exit Procedure"

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Because situations will vary, some of these steps will be more critical or time-sensitive in different cases. Documentation, however, is a must. These steps are specifically applicable to staff collective members, though most of them will be useful for interns/associate staff.
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*'''On last day'''
 
*'''On last day'''
 
** Get keys
 
** Get keys
 
** Recollect infrastructure equipment they might have
 
** Recollect infrastructure equipment they might have
** Determine status: for example, ''quit/laid off/fired''<br/> document decision and supporting evidence in their personnel file
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** Determine status: for example, ''quit/laid off/fired''<br/> document decision and supporting evidence in their [[personnel file]]
  
 
*'''Later communication with the individual'''
 
*'''Later communication with the individual'''
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** 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
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[[Category:Procedure]]
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[[Category:HR]]

Revision as of 13:47, 13 July 2005

Because situations will vary, some of these steps will be more critical or time-sensitive in different cases. Documentation, however, is a must. These steps are specifically applicable to staff collective members, though most of them will be useful for interns/associate staff.

  • On last day
    • Get keys
    • Recollect infrastructure equipment they might have
    • Determine status: for example, quit/laid off/fired
      document decision and supporting evidence in their personnel file
  • Later communication with the individual
    • Get them their last paycheck & discuss vacation reimbursement
      if there's vacation backpay or other payment issues, be sure this is clear and documented in the personnel file
    • 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
    • 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