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Employee Separation - Coggle Diagram
Employee Separation
Employees Separation Types
Employee Separation
This happens when the agreement between employer and employee expires
Through contract expiration or resignation
Resignation
Voluntary Resignation
This occurs when an employee decides to leave the company for personal reasons
It is important to provide a two-week notice to facilitate a smooth transition
Forced Resignation
Employees are being asked to resign
This allows them to voluntarily leave their position rather than being terminated
Which can be more favorable when seeking new employment opportunities
Retirement
Phased Retirement
Companies offer phased retirement plans
They gradually reduce employees' working hours until they are ready for full retirement
Mandatory Retirement
Employers encourage employees to retire in order to make room for new hires
Voluntary Retirement
Its when an individual voluntarily chooses to leave their current position and resign
Termination
Voluntary Termination
Employees may leave voluntarily for a new job or retirement when they decide it's the right time
Temporary Job or Employment Contract Ends
Temporary or contract roles have a set end date, allowing for a clear conclusion and potential future collaboration
Fired
When employer and employee aren't a good fit, termination helps both find opportunities better aligned with their goals
Termination for a Cause
Job termination can be challenging, but feedback from the employer offers a chance for professional growth and skill improvement
Involuntary Termination
Involuntary termination can be difficult but often leads to new job opportunities
Termination with Prejudice
Terminating an employee who is not going to be rehired is a difficult process, but it provides opportunities for clarity and closure
Termination by Mutual Agreement
Mutual separation benefits both, allowing employers time to hire and employees to plan their next career steps
Termination Without Prejudice
The employee is being terminated but will remain eligible to reapply for positions in the future
This termination is not due to their job performance
Layoff
A layoff due to restructuring or business needs does not negatively impact the employee's reputation and may include extended benefits and job search assistance
Wrongful Termination
This occurs when an employee is wrongfully terminated
Fortunately, legal protections are in place to provide them with a means to seek justice and compensation
Constructive Discharge
If there is a challenge that makes your workplace difficult, you can leave through a constructive dismissal
Furlough
The employee remains on the company's payroll and is eligible for unemployment benefits and health insurance
Companies place employees on temporary furlough instead of terminating their employment to retain them for future needs
Reasons for Employment Separation
Finances
Retirement
New Job Opportunity
Relocation
Employee Performance
Change in Family Dynamic
How to Terminate an Employee
Creating a Pocedure for Voluntary Termination
Utilize a concluding letter to gracefully end their employment
Not every organization must conduct an exit interview, but for some it can be beneficial to inquire about the current condition or structure of a team
Evaluate their contribution and decide whether to recruit a new person or redistribute tasks to other team members with additional training
After the offboarding process is finished and the employee has been successfully removed, do a brief check to ensure all details are handled properly
Creating a Pocedure for Involuntary Termination
3.
Deliver the final letter and permit the employee to gather their belongings from their desk
Someone as to be with the employee
4.
Make sure that the manager gives their team an update
You can briefly explain why the employee was terminated
2.
The termination itself
The firing doesn't come from us, it comes from the manager
5.
Take them off the accounts or systems they accessed while working, and disable their company email account
Ensure the return of company property
1.
Collect the base of involved parties
6.
Review with the manager and other involved parties
This shows that you are committed to keep the organization growing
Evaluate When and How You Decide to Fire and Employee
When
Start from the very beginning
Evaluating when the decision to terminate involuntarily is made
How
Lay down a foundation so managers can refer back to the process
This is when they begin to quesiton a direct a resport's fit in their role
Employee Separation Checklist Example
The Process
3.
Should any issues come up during supervisor review within 1 business day, notify promptly
4.
After reviewing the checklist, the supervisor is required to keep a copy of it
Share the finished checklist with other departments involved electronically
2.
The supervisor requests the employee to finish the checklist and give it back for evaluation
5.
The supervisor most privide a copy of the signed checklist to the departing employee
1.
Before an employee leaves, their supervisor should give them a checklist two weeks in advance, if that timing is feasible
The Checklists
Employee Actions to be Completed by Last Working Day
Electronic Records
Environmental Health and Safety
Settle Outstanding Financial Obligations
Attestation
Return All University Property
Supervisor Review and Distribution Instructions
Personal Actions
Employee Separation Last Day of Work Checklist
Print any paystubs or W-2 statements from Core-CT for personal retention
Submit final time-reporting information to supervisor
Verify and update address in Core-CT
Remove personal belongings
Settle any outstanding loans or financial obligations with University
Return any University/Departmental property to supervisor
Discuss the status of work assignments and any pertinent information with supervisor
Prior to Employee Separation
Exiting employees must finish this checklist, and the relevant manager must assess it before their departure
Dos and Don'ts of the Termination Conversation
Do's
Care about them
Give the remainder of day off-offer them taxie home
Be graceful and considerate
Understand your legal obligations
Speak confidently about your decision
Allow them to react the way they are going to react
Aknowledge that this is a difficult conversation to have
Don'ts
Don't suggest that you might go back on it
Don't get pulled into an argument
Don't waver on the decision
Don't terminate on a Friday
Don't emphasise that it's a difficult conversation to have for you