By Calvin Gower, Trüpp.
While many companies place adequate focus on the hiring and onboarding process, the opposite end of the employee life-cycle can often go unattended. The employee separation process, voluntary or involuntary, is best handled with care. This set of articles enlightens business leaders and managers on the healthiest ways to manage separations and the critical compliance components to keep in mind.
11 ways to gracefully handle employee termination
Employee terminations are uncomfortable for all parties involved. As a result, employers tend to avoid thinking about the topic until we absolutely have to. This article takes a step back to look at the bigger picture of terminations and gives key tips for handling the process in the best way possible.
Should an at-will employer provide reasons for separations?
Even as an at-will employer, providing a reason for employee termination is highly recommended. This article explains why it is considered the best practice to provide a reason regardless of your legal obligation.
Making exit interviews count
Employee separations are inevitable in the business world, but a company’s goal should always be to retain its valued employees. Conducting exit interviews in an effective manner leads to more constructive feedback that is beneficial for both the company and the employee making their exit. This article describes the overall goals of an exit interview and what you can do to improve your process.
How to handle final paychecks in Oregon
Many Oregon companies are not aware of the legal requirements associated with final paychecks. As a result, they may find themselves out of compliance and at considerable financial and legal risk. This article breaks down obligations for Oregon employers.