EXIT PROCESS
Objective:
To ensure a smooth exit for the employee as well as the company.
To ensure a proper handover from the exiting employee.
To ensure exiting employees are treated fairly.
To tap feedback from the exiting employee.
Process:
An Exit policy consists of a statement which will state how the organization treats an Outgoing employee and how to handle attrition.
Process:
The resigning employee should tender his / her resignation in writing.
The supervisor of the resigning employee should accept the resignation in writing or over the email. Alternately, if the supervisor is not available, HR can approve this as a special case.
The immediate supervisor will communicate the last working day of the employee to HR.
A handover will be planned by the immediate supervisor and HR informed about it.
Exit interview by HR.
Handover document from the immediate supervisor and department head.
Provident withdrawals form if applicable.
Return company property like laptop, datacard, mobile handset etc.
Return access card
Deletion of email id, other ids like JIRA etc.
Removing access.
Exit Checklist to be completed by the employee (No Dues/No Objection).
The exiting employee’s department
Finance
IT Support
and HR
The exit checklist contains the points mentioned from 4 -11.
HR will provide the relieving letter and the experience letter.
Once the exit formalities are completed, HR will process the final settlement cheque for the exiting employee. The final settlement will be processed in 14 working days.
However, if an employee is being terminated some of the above practices will not be followed. This will be based on the discretion of the organization and the polices the want to adopt.
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