How Can Voluntary Terminations Be Handled?

When employees decide to leave the employer, they "voluntarily terminate" or "resign" for personal reasons or for another position. It is generally considered a voluntary resignation when an employee ceases to show up for work without notice. Or when an employee has run out of disability benefits and is too ill to continue working.

Do you want to know why employees are leaving? Do you want to ask them what they liked and disliked about their jobs, and what suggestions they would make that might benefit employees still with you? Exit interviews can provide answers to those questions and more. In addition to demonstrating the employer's desire to get an employees' point of view, at a point when the employee may be most candid, an analysis of information collected during exit interviews can:

• Document the reasons for turnover; and
• Identify trends and create strategies to increase your ability to attract and retain the employees you want.

Should termination procedures be established? Termination is the likely choice when:

• The work performance of the employee is below standard or is unacceptable to the employer.
• The behavior of the employee is below standard or is unacceptable to the employer.
• The employer is eliminating one or more positions and the incumbents who hold the positions or who have the least seniority will lose their jobs. These actions --reductions in force, RIFs , plant closures or layoffs --arise from the company's need to reduce expenses, cease operations or reassign resources internally.

Employers establish procedures on how to process involuntary separations, including whether advance notice is required, whether an exit interview is scheduled and what steps are taken to protect the employer's trade secrets and confidential information.