Employee Offboarding & Termination Workflow

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee email: {{employee-email-209258}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}}

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee email: {{employee-email-209258}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}} Kindly submit resignation letter to HR. Thanks, HR Manager.

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee email: {{employee-email-209258}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}} Thanks.

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}} HR manager and department manager meet to inform {{employee-first-name-209256}} {{employee-last-name-209257}} of immediate dismissal. To do list:Payroll prepares final che k immediately. HR complete termination checklist. Deployment disables {{employee-first-name-209256}} {{employee-last-name-209257}} email and phone calls. Thanks.

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}} HR manager schedules exit interview with{{employee-first-name-209256}} {{employee-last-name-209257}}. To do list:HR prepares term documents. Payroll prepares final check to be disbursed within 72hrs from {{date-of-resignation-termination-209260}} HR complete termination checklist. Deployment disables {{employee-first-name-209256}} {{employee-last-name-209257}} email and phone calls. Thanks.

Name: {{employee-first-name-209256}} {{employee-last-name-209257}} Employee ID: {{employment-id-209275}} Employee depratment: {{employee-department-209259}} Date of resignation: {{date-of-resignation-termination-209260}} To do list:Manager seeks approval and discusses with HR Manager before termination. HR reviews supporting documentation. HR and Manager discuss exit strategy. Payroll prepares final check immediately. HR complete termination checklist. Deployment disables {{employee-first-name-209256}} {{employee-last-name-209257}} email and phone calls. Thanks.

Record the reason for termination with supporting evidence and performance documentation. Consult HR and legal before proceeding. Ensure the decision follows company policy, is compliant with employment law, and is legally defensible. Required for compliance audit trail.

Have HR present as witness. Be direct but respectful. Explain the decision clearly without excessive detail. Allow the employee to ask questions. Keep it brief and professional. Document the meeting time and attendees.

Calculate final paycheck including unused PTO per company policy. Provide COBRA information for benefits continuation. Explain when the final check will be issued. Process any applicable severance. Note: Many states require final pay within 72 hours - verify your state requirements.

CRITICAL SECURITY STEP: Immediately disable all system access including email, VPN, cloud services, and internal applications. Collect keys, badges, laptops, phones, and any company property. This must be completed within 4 hours of termination notification for security compliance.

File all termination documentation in employee record. Update HRIS and payroll systems. Notify relevant teams about the departure without sharing confidential details. Reassign the departing employees responsibilities and update org chart.

SECURITY CRITICAL - Complete within 4 hours of termination notification. IT must revoke access to: Email and calendar, VPN and remote access, Cloud services, Internal applications, Building access. Document all access revoked below.

Schedule and conduct an exit interview with the departing employee. This is valuable for understanding reasons for departure and identifying improvement opportunities. Topics to cover: - Reason for leaving - Feedback on management and team dynamics - Suggestions for process improvements - Would they recommend the company to others? - Any unresolved concerns Document key insights below. This information helps improve retention and workplace culture.