Staff Exit Process
Step 1: Department
Information on the employee's departure is received by Human Resources from the employee's manager. (This information may also come to HR through other sources including: the employee, Payroll, grapevine and Bottomline.)
Step 2: HR/Department
Information is relayed to the Director of Employee & Labor Relations, who verifies it with the employee's manager.
Step 3: HR
If the termination is routine, the Director of Employee & Labor Relations notifies the Manager of Employment Services, who logs in the termination. The Manager of Employment Services e-mails an Personnel Action Form and Supervisor Checklist to the employee's manager. The Manager of Employment Services also notifies the Benefits Specialist.
Step 4: HR
The Benefits Specialist e-mails the employee the time and date of the benefits interview.
Step 5: HR
Routine exit interviews are conducted by the Manager of Employment Services. Exit interviews with special concerns are conducted by the Director of Employee & Labor Relations.
Step 6: HR
The Director of Employee & Labor Relations or Manager of Employment Services conducts the exit interview and e-mails the employee the Exit Interview Questionnaire, the Employee Termination Procedure and the time and date for an exit interview.
Step 7: HR
The exit interview is conducted, the information is gathered and the data is forwarded to the Director of Employee & Labor Relations.
Step 8: HR
The Director of Employee & Labor Relations compiles the data and produces a quarterly report to the COO and the VPs.
Step 9: HR/ Department
When the Personnel Action Form is received, the HR Recruiter forwards it to the HRIS Specialist, who notifies: Payroll - to process the final pay and vacation checks; Computer Services - to disable the employee's e-mail and system access; University Police - to disable the employee's building access; and the Library - to disable the library card. The HR Recruiter also notifies the Benefits Specialist to send out a COBRA package to the employee's family.