Things to Do When an Employee Leaves
Employees quit. It's a reality of every enterprise. Big companies with dedicated human resource groups have a procedure or checklist they follow when someone leaves. But small and midsize firms might not have processes in place.
What follows are significant tasks to tackle when an employee decides to proceed.
Employees quit. It's a reality of every enterprise.
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Legal Obligations
The maximum priority is to meet your company's legal obligations to the worker. Your organization should pay the last salary, duties, and outstanding reimbursements.
By way of instance, under United States federal law, an employee who quits voluntarily must receive her final paycheck on the next scheduled payday. Other jurisdictions may have different requirements.
In California, companies have 72 hours to deliver a last paycheck when an employee stops.
In Idaho, the last paycheck has to come within 10 days or about the next scheduled payday, whichever comes first. But if a worker in Idaho submits a written request for earlier payment, the employer must comply within two days.
And in Oregon, companies must pay leaving employees immediately if the employee provided at a 48-hour notice.
Given these differences, it's necessary to know what is necessary for your company when an employee leaves.
Besides providing a last paycheck in a timely manner, a company may also be required to cover any outstanding reimbursements, such as unused vacation pay, sick leave, or expenses.
And a company may have to provide notifications. By way of instance, the company is likely to be responsible for retirement and health benefit notifications. Failing to offer information about COBRA (Consolidated Omnibus Budget Reconciliation Act), by way of instance, could expose your company to liability in certain jurisdictions.
Resignation Letter
When an employee leaves voluntarily, collect a letter of resignation. This might appear unnecessary. Your trusted worker met with you and explained why he had decided to proceed. You shook hands and wished him well. Why do you require a resignation letter, too?
Even a fantastic exit procedure has requirements.
The solution is proof. Even though you may never need it, a signed letter of resignation is proof that the worker left of his own accord. If at some stage the worker attempted to collect unemployment and claimed he was fired, you could use the letter to make your case.
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Projects and Duties
The transfer of responsibilities and projects is vital for small and midsize companies.
If adequate notice is given, it can be very helpful to have the departing employee provide a list of jobs or perhaps a run of how-to videos describing important or recurring duties.
It might even be worth it to cover the incoming worker as a consultant for some time to ensure jobs are completed.
Passwords
Hopefully, your company uses a fantastic password manager for example LastPass, for instance. These tools permit you to set all of a departing employee's work-related passwords into a group and move them effortlessly to a manager or another employee.
Once the passwords are shared, it's a fairly straightforward procedure to log in to each account -- e.g., SEMrush, Ahrefs, an ecommerce backend, Bing Ads -- and then change the password or the user name.
While the individual leaving might have been a reliable employee, be sure she can no longer get into your business's applications and accounts after she leaves.
Payment Cards
Cancel all payment cards or similar if the employee had access. Even if you think the ex-employee wouldn't use the card or the amount blatantly, she might toss the card in the garbage or in another way compromise the amount. To be secure, cancel it.
Company Property
Collect all of company-owned items from the worker before he leaves. The computer that the employee used is the clearest item. Did he have a mobile phone? How about a mic for recording podcasts or a camera for taking product photos?
Confidentiality
Remind the departing worker of his responsibilities regarding confidentiality. (Your company should probably require confidentiality agreements when you employ.)
In case you've got those arrangements in place, mention this when a worker leaves. By way of instance, if your ecommerce company developed a proprietary means to improve the operation of pay-per-click advertisements, you wouldn't need the departing employee to share the concept with a rival.
See also:
https://www.connectpos.com/5-common-customer-types-that-businesses-will-meet/
https://www.connectpos.com/what-is-bigcommerce/
https://www.connectpos.com/5-pos-customizations-you-can-get-from-a-provider/
https://www.connectpos.com/retail-display-ideas/
https://www.connectpos.com/6-things-retailers-should-remember-to-run-multiple-stores/
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