The Fhisr Exit Strategy
[insert organisation name/logo]
Staff Resignation and Termination Procedure
1. Overview of the Procedure
This procedure is a guide for [insert organisation name] staff in managing the cessation of a staff member’s employment with the organisation. The employee exit procedure is followed to ensure both [insert organisation name] and the employee understand the reason for discontinuing employment, that no security breaches occur and to gain valuable feedback from the departing employee.
This procedure should be read with the accompanying the Human Resources Management Policy and the Poor Staff Performance and Misconduct Procedure.
2. Considerations
This procedure has been developed primarily for permanent and contract employees. However, this employee exit procedure may be undertaken for casual or temporary employees where appropriate.
Where possible, exit procedures are to be followed for all departing staff with the process to be led by the staff member’s direct supervisor.
3. Procedure Steps
1. Resignation or Dismissal
Notification of cessation of a staff member’s employment must be provided in writing.
The employee is to provide resignation notice outlining intention to resign and the final date of employment. Notice must be provided as per the employee’s employment contract.
Where [insert organisation name] is initiating termination of employment, notice of termination will be provided, outlining final date of employment and reasons for termination, as per the Human Resources Management Policy.
2. Exit Interview
All resigning employees are offered an exit interview with their supervisor and/or the CEO/Manager. The employee may also request a senior staff member to attend or replace their supervisor and/or the CEO/Manager for the interview.
The purpose of the exit interview is to seek information from the employee as to their experience of employment with the organisation and to identify areas
Staff Resignation and Termination Procedure
1. Overview of the Procedure
This procedure is a guide for [insert organisation name] staff in managing the cessation of a staff member’s employment with the organisation. The employee exit procedure is followed to ensure both [insert organisation name] and the employee understand the reason for discontinuing employment, that no security breaches occur and to gain valuable feedback from the departing employee.
This procedure should be read with the accompanying the Human Resources Management Policy and the Poor Staff Performance and Misconduct Procedure.
2. Considerations
This procedure has been developed primarily for permanent and contract employees. However, this employee exit procedure may be undertaken for casual or temporary employees where appropriate.
Where possible, exit procedures are to be followed for all departing staff with the process to be led by the staff member’s direct supervisor.
3. Procedure Steps
1. Resignation or Dismissal
Notification of cessation of a staff member’s employment must be provided in writing.
The employee is to provide resignation notice outlining intention to resign and the final date of employment. Notice must be provided as per the employee’s employment contract.
Where [insert organisation name] is initiating termination of employment, notice of termination will be provided, outlining final date of employment and reasons for termination, as per the Human Resources Management Policy.
2. Exit Interview
All resigning employees are offered an exit interview with their supervisor and/or the CEO/Manager. The employee may also request a senior staff member to attend or replace their supervisor and/or the CEO/Manager for the interview.
The purpose of the exit interview is to seek information from the employee as to their experience of employment with the organisation and to identify areas