Exit Interviews laws & HR compliance analysis

Exit Interviews: What you need to know

The exit interview is an important learning tool for employers. Properly conducted, it provides the employer with the opportunity to:
• Discuss and clarify the reasons for termination.
• Clarify pay and benefits issues (e.g., receipt of the last paycheck, the amount of unused vacation, conversion or continuation of benefits, terms of a severance package, unemployment insurance, etc.).
• Explain company policies relating to departing employees (e.g., trade secret confidentiality, restrictive covenants or noncompete agreements, the possibility of future reemployment, freelance or contract work, the provision of references to prospective employers, etc.).
• Ensure the return of keys, security cards, and company property.
• Obtain information about improper or questionable management practices connected with the employee's termination.
• Obtain information about a supervisor's management skills.
• Obtain information about how effectively a department operates.
• Obtain feedback about the employees' opinions and attitudes about the company.
• Resolve or defuse any remaining disputes with the exiting employee.
• Protect itself against subsequent charges that the employee was forced to resign (i.e., constructive discharge).
• Learn of potential changes in policies and practices that may make the company more competitive (e.g., flexible work arrangements, compensation and benefits packages, etc.).
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Ideally, employers should conduct exit interviews with all employees leaving the company. But not all companies are able to routinely conduct exit interviews. The human resources staff may be so busy that exit interviews may be precluded by lack of time alone. In addition, it may not be practical ...

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