Handle departures professionally and completely

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

Please submit your 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 department: ​{{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 department: ​{{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:

1. Payroll prepares final check immediately.
2. HR completes termination checklist.
3. 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 department: ​{{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:

1. HR prepares term documents.
2. Payroll prepares final check to be disbursed within 72hrs from ​{{date-of-resignation-termination-209260}}​
3. HR completes termination checklist.
4. 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 department: ​{{employee-department-209259}}​
Date of resignation: ​{{date-of-resignation-termination-209260}}​

To do list:

1. Manager seeks approval and discusses with HR Manager before termination.
2. HR reviews supporting documentation.
3. HR and Manager discuss exit strategy.
4. Payroll prepares final check immediately.
5. HR completes termination checklist.
6. 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. Make sure the decision follows company policy, complies with employment law, and is legally defensible. Required for the compliance audit trail.

Have HR present as witness. Be direct but respectful - explain the decision clearly without going into excessive detail. Let the employee ask questions. Keep it brief and professional. Document the meeting time and attendees.

Calculate the final paycheck including unused PTO per company policy. Provide COBRA info for benefits continuation. Let them know when the final check will be issued. Process any applicable severance. Note: Many states require final pay within 72 hours - verify your state's 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 needs to be done within 4 hours of the termination notification for security compliance.

File all termination documentation in the employee record. Update HRIS and payroll systems. Let relevant teams know about the departure without sharing confidential details. Reassign the departing employee's responsibilities and update the 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 that's been revoked below.

Schedule and conduct an exit interview with the departing employee. It's a great way to understand why they're leaving and spot 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 info helps improve retention and workplace culture.