Termination - Reasons and Procedure
Termination can either be voluntary or involuntary. Voluntary termination is the decision taken by the employee to leave the job, commonly known as resignation. The reasons for the same are many although few of which are
Dissatisfaction with the job and related factors
Lying about or misrepresenting experience, education or qualifications.
Changing economic conditions.
Position obsolescence.
Poor performance.
Low productivity.
Incompetence.
Negligence.
Violating company policies.
Violating workplace safety rules and regulations.
Tardiness.
High absenteeism.
Theft or unauthorized use of company property.
Damaging company property.
Harassing fellow employees.
Use or possession of alcohol or drugs on the job.
Fighting.
Gambling.
Sleeping on the job.
Conviction of a crime.
Family obligations
Getting a good profile and good working conditions elsewhere
For further more career prospects
Age being the reason for retirement
The involuntary retirement reasons are
Dismissal,
Lay-off,
Health and exits from the labour force
Modeling early exits from the labour market
Health status and early retirement
Health behavior and early retirement
Work stress factors and early retirement
Change in conditions
Some types of termination by mutual agreement include:
The end of an employment contract for a specified period of time (such as an internship)
Mandatory retirement. Some occupations, such as commercial airline pilots, face mandatory retirement at a certain age.
Forced resignation
Employee exit management is the process used within many businesses to terminate employees in a professional manner. It applies to employees who have resigned and those that have been terminated by the company. When an employee is terminated there are a number of considerations that an organization needs to make in order to cleanly end the relationship between the company and the employee. The company as a legal entity has a responsibility to the employee which may extend beyond the period of employment and this is the primary focus of the exit procedure.
An exit interview is an interview conducted by an employer of a departing employee. They are generally conducted by a relatively neutral party, such as a human resources staff member, so that the employee will be more inclined to be candid, as opposed to worrying about burning bridges. Exit interviews are conducted by paper and pencil forms, telephone interviews, and in-person meetings or online through exit interview management systems. Some companies opt to employ a third party to conduct the interviews and provide feedback.
1 Uses of Exit Interviews in Business
2 Exit Interview Questions
3 Exit Interviews in Education
4 Other Types of Exit Interviews
5 References
The purpose of an exit interview is to gather employees' feedback on the work experience in order to improve working conditions and retain employees. Other uses for exit interviews for organizations include improving work productivity, providing an early warning about sexual harassment, workplace violence and discrimination issues and measuring the success of diversity initiatives. Common questions include reasons for leaving, job satisfaction, frustrations and feedback concerning company policies or procedures. Questions may relate to the work environment, supervisors, compensation, the work itself and the company culture.
Both employees and employers are obliged to give notice in the case of termination of employment.
Employees who have been in continuous employment for at least 13 weeks are obliged to provide their employer with one week’s notice of termination of employment. If a greater amount of notice is specified in the employee’s contract of employment, then this notice must be given. Employers must give employees notice dependent on length of the employee’s service.
Length of Service Minimum notice
Thirteen weeks to two years One Week
Two to five years Two Weeks
Five to ten years Four Weeks
Ten to fifteen years Six Weeks
More than fifteen years Eight Weeks
The notice of termination being given and the reasons too; the stage of termination and the concept being clear.
Termination can either be voluntary or involuntary. Voluntary termination is the decision taken by the employee to leave the job, commonly known as resignation. The reasons for the same are many although few of which are
Dissatisfaction with the job and related factors
Lying about or misrepresenting experience, education or qualifications.
Changing economic conditions.
Position obsolescence.
Poor performance.
Low productivity.
Incompetence.
Negligence.
Violating company policies.
Violating workplace safety rules and regulations.
Tardiness.
High absenteeism.
Theft or unauthorized use of company property.
Damaging company property.
Harassing fellow employees.
Use or possession of alcohol or drugs on the job.
Fighting.
Gambling.
Sleeping on the job.
Conviction of a crime.
Family obligations
Getting a good profile and good working conditions elsewhere
For further more career prospects
Age being the reason for retirement
The involuntary retirement reasons are
Dismissal,
Lay-off,
Health and exits from the labour force
Modeling early exits from the labour market
Health status and early retirement
Health behavior and early retirement
Work stress factors and early retirement
Change in conditions
Some types of termination by mutual agreement include:
The end of an employment contract for a specified period of time (such as an internship)
Mandatory retirement. Some occupations, such as commercial airline pilots, face mandatory retirement at a certain age.
Forced resignation
Employee exit management is the process used within many businesses to terminate employees in a professional manner. It applies to employees who have resigned and those that have been terminated by the company. When an employee is terminated there are a number of considerations that an organization needs to make in order to cleanly end the relationship between the company and the employee. The company as a legal entity has a responsibility to the employee which may extend beyond the period of employment and this is the primary focus of the exit procedure.
An exit interview is an interview conducted by an employer of a departing employee. They are generally conducted by a relatively neutral party, such as a human resources staff member, so that the employee will be more inclined to be candid, as opposed to worrying about burning bridges. Exit interviews are conducted by paper and pencil forms, telephone interviews, and in-person meetings or online through exit interview management systems. Some companies opt to employ a third party to conduct the interviews and provide feedback.
1 Uses of Exit Interviews in Business
2 Exit Interview Questions
3 Exit Interviews in Education
4 Other Types of Exit Interviews
5 References
The purpose of an exit interview is to gather employees' feedback on the work experience in order to improve working conditions and retain employees. Other uses for exit interviews for organizations include improving work productivity, providing an early warning about sexual harassment, workplace violence and discrimination issues and measuring the success of diversity initiatives. Common questions include reasons for leaving, job satisfaction, frustrations and feedback concerning company policies or procedures. Questions may relate to the work environment, supervisors, compensation, the work itself and the company culture.
Both employees and employers are obliged to give notice in the case of termination of employment.
Employees who have been in continuous employment for at least 13 weeks are obliged to provide their employer with one week’s notice of termination of employment. If a greater amount of notice is specified in the employee’s contract of employment, then this notice must be given. Employers must give employees notice dependent on length of the employee’s service.
Length of Service Minimum notice
Thirteen weeks to two years One Week
Two to five years Two Weeks
Five to ten years Four Weeks
Ten to fifteen years Six Weeks
More than fifteen years Eight Weeks
The notice of termination being given and the reasons too; the stage of termination and the concept being clear.