The Role of Exit Interviews - Essay Example

Exit Interviews {company believes that exit interviews are a true reflection of the company’s of human resources. Any employee leaving the company under any circumstances (voluntary or forced) must be interviewed by competent HR authority. The immediate supervisor of the employee in question must inform the employee and the HR department for a mutually agreeable date for an exit interview. Employees who are leaving will not be provided with their last pay cheques until the exit interview has been conducted. Procedure The employee’s immediate supervisor informs HR that the employee is leaving; HR sets up a mutually agreeable time and venue for the exit interview; The concerned employee must fill out the form below completely; The last pay cheque and other concerned benefits will not be released until the exit interview has been carried out. Exit Interview Form Compliance Mandatory Name _______________ Job Title _______________ Section _______ Date of Hiring __________ Date of Leaving __________ Primary reason for exit from company: Personal concerns or constraints; Fiscal compensation; Professional development; Termination; Other (please specify _______________) Would you reconsider working with {company name} again in the future (please specify a reason in each case)? Yes No Please rate the following as per the best of your knowledge: 1. Clarity of job responsibilities: Outstanding Very Good Satisfactory Fair Unsatisfactory 2. Management by superiors: Outstanding Very Good Satisfactory Fair Unsatisfactory 3. Compensation: Outstanding Very Good Satisfactory Fair Unsatisfactory 4. Perks and benefits: Outstanding Very Good Satisfactory Fair Unsatisfactory 5. Professional and technical support by the company: Outstanding Very Good Satisfactory Fair Unsatisfactory 6. Overall work environment: Outstanding Very Good Satisfactory Fair Unsatisfactory 7. Opportunities to grow: Outstanding Very Good Satisfactory Fair Unsatisfactory 8. Protection against threats and harassment: Outstanding Very Good Satisfactory Fair Unsatisfactory Suggestions: Employee Signature ________________ Date __________ We at {company name} wish you the best in the future. Thank you for your concentrated efforts to advancing company business while at {company name}. I agree to {company name} policies on exit interviews. Employee Signature Date Dispute Resolution Dispute shall be defined as any conflict of interest that may arise as a consequence of employment with {company name}. Supervisors are required to keep an active outlook for disputes. Company policy is to avoid disputes through proactive action on the part of both employees and company management. In case a dispute arises, the concerned employee’s actions shall be investigated by the immediate supervisor. If all employees involved in a dispute belong to one section or department then the immediate supervisor shall conduct the investigation. If employees from different departments or sections are involved in a dispute then the concerned supervisors will investigate the dispute through mutual consultation. The level of dispute investigation should be raised as deemed appropriate by the investigating authority. Throughout the course of the investigation, the investigating authority must ensure confidentiality of all concerned parties. Moreover, the employees involved in the dispute must not divulge any details of the investigation to any part of the company or outside it until the investigation is not deemed complete. Failure to do so may result in the termination of employment. A thorough investigation of the dispute must be followed by measures to resolve the dispute as amicably as possible. In case that the termination of employees is deemed as the only resolution then regular termination policies shall be enforced. Moreover, the investigators must ensure that the employee agrees to his termination so that the company does not fall liable to claims of compensation by terminated employees. The final investigation report must contain measures to avoid such disputes in the future. Any recommended lines of action to avoid disputes shall be implemented by HR in no more than 6 weeks since the end of the investigation. Any investigation must possess the following documents to be considered properly done: Statements of concerned employees; Statements of witnesses and onlookers; Investigation findings of immediate supervisor(s) or concerned authority; Need to raise investigation level request (if requested); Major findings of investigation; Corrective actions pursued; Termination of employment records (if any employee is terminated); Required policy changes (if deemed necessary); HR acceptance of required policy changes; Proof of implementation of modified HR policies. I agree to {company name} policies on dispute resolution. Employee Signature Date Discharge and Termination Policies {company name} holds exclusive rights to discharge or terminate the employment of any employee after due process requirements are met. Upon discharge or termination the concerned employee will be provided compensation and benefits as per their entitlement. Discharge will be taken to mean the release of an employee due to concerns of business turn down or other similar concerns. {company name} has exclusive rights to decide when and where discharge may be necessitated. Termination will be taken to mean the release of an employee in relation to concerns of unsatisfactory performance, disciplinary issues, dispute resolution findings and any other means that are designated by {company name}. Due process proceedings shall be initiated by the immediate supervisor of the concerned employee. A strong reason must be assigned before any employee is discharged or terminated from employment. Results of any investigations leading to termination must be attached to termination records. Terminated employees may not be considered for employment again under any circumstances. Illegal tries by terminated employees for rehiring may be brought to courts of law. Discharged employees will be kept in mind and provided preference during hiring. {company name} will ensure its best to re-establish the employment of any discharged employees at the earliest. Neither discharged nor terminated employees possess the right to divulge confidential information in lieu of ethical requirements. Failure to comply with these rules may render discharged or terminated employees liable to prosecution under law. All discharged and terminated employees must sign appropriate non disclosure documents to ensure the privacy of {company name}, its employees and its clientele. I agree to {company name} policies on discharge and termination. Employee Signature Date Sexual Discrimination and Harassment {company name} is committed to fighting gender discrimination and sexual harassment in the workplace through a combination of good HR practices and effective employee feedback. Management must support all initiatives to make the workplace a safer and more comfortable place to work in. All supervisors are responsible for monitoring employee behaviour and discipline in order to identify any instances of sexual harassment. Any employee found involved in implementing discriminatory practices or in harassment shall be liable to termination after due process. {company name} may choose to pursue an employee through appropriate legal means if sexual harassment is proven. All employees will be viewed as and treated equally by all components of the {company name} umbrella. Personal merit will be the only criterion for advancement in the organisation. No employee shall be subject to gender discrimination in any form or capacity. Moreover, sexual harassment shall not be tolerated in any form including (but not limited to) verbal, psychological or physical abuse. {company name} has zero tolerance for sexual harassment and expects all employees to follow company guidelines on the matter strictly. Employees are encouraged to bring discriminatory practices as well as harassment details to the notice of their immediate supervisors. The supervisor has two working weeks to take appropriate action. Failure to take action within the stipulated time may render the supervisor to be a party in discriminatory practices and harassment during subsequent investigation. If the supervisor deems an extension of time to take appropriate action in response to complaints then the supervisor must seek permission from HR and his immediate supervisor. Any employee found to be taking advantage of the discrimination and sexual harassment policies shall be liable to immediate termination after due process. The sexual discrimination and harassment policies cannot be utilised for personal benefit of any kind at all. Failure to comply with this statute will result in termination of employment at least. {company name} may choose to pursue legal means against employees who have exploited this system. I agree to {company name} policies on sexual discrimination and harassment. Employee Signature Date Statutory Employee Benefits At {company name} employees are seen as our primary asset. Management is committed to ensuring that employees are compensated as per their ability. Collective bargaining on the part of employees is acceptable so as long as the operations are not affected in any possible manner. The regular structures for wages, compensation, health care and leaves are outlined below. Aberrations to the structure outlined below are not acceptable in any given circumstances. Wages Employees will be paid as per relevant market standards. Wage levels shall be consistent with market competition. Payment for wages shall be done every month. Queries concerning wage shall be directed to HR only. Employees shall not be given wages inconsistent to their level in the organisation even if additional responsibilities are being placed on them. Compensation Employees shall be compensated for additional responsibilities. Overtime shall be paid as: twice the regular wage rate on weekdays; thrice the regular wage rate on weekends; six times the regular wage rate on holidays. Moreover, if an employee is provided additional charge or responsibility he or she shall be compensated accordingly. Compensation shall be in terms of cash rewards only. No perks or benefits will be accorded out of line with the employee’s position in the organisation. All employees are registered for gratuity and group insurance. Gratuity will be released to each employee on the end of their services with {company name}. Gratuity may not be claimed before the end of service of the concerned employee. Health Care {company name} shall provide medical support to employees to ensure their health and general well being. The company shall bear all medical expenses related to issues of mental and physical well being. Cosmetic procedures are not covered under the guise of any medical policy. Complications arising out of cosmetic procedures that endanger the general well being of an employee are covered under the medical policy. Dental procedures are covered by the company’s medical policy. However, cosmetic procedures shall not be covered by the medical policy under any circumstances. Protracted illnesses such as cancer, HIV or the like shall be treated within the limits of the medical policy as subscribed by the group insurance agent. Extra compensation from the company shall not be granted. Any employees who develop medical problems through functions performed in the service of the company shall be provided for life. However, impairment or disability must be proven prior to any such claims. While on support from the company, the concerned employee can utilise any other support programs as well. Leave All employees are entitled to a total leave period of 15 days every year. The employee may choose to avail leaves in consultation and through approval of their immediate supervisor. Unexplained absenteeism shall not be considered as appropriate leave procedure. All leaves shall be approved. The employee may apply for a paid extended leave for personal causations such as death, marriage, education and other similar social functions. HR and the concerned supervisor will evaluate such a case and will notify the employee accordingly. I agree to {company name} policies on employee benefits. Employee Signature Date Bibliography http://hr.caltech.edu/HRForms/ExitInterviewForm.pdf http://tradesecretshomepage.com/usta.html http://www.navref.org/bestpractices/hr_employment_handbook.htm http://humanresources.about.com/od/handbookspolicies/a/sample_handbook.htm Bagley, C., Dauchy, C., (2012). The Entrepreneurs Guide to Business Law. ( Fourth Edition). Mason, OH, South-Western Read More