Employee Off-boarding & Exit Interview

This is a task, one of the actionable steps in your workflow. 

⬆️ When you edit a workflow, you can assign tasks to other users, give them a deadline to be completed by, pause the workflow run at this point, or change who can see this task by adjusting the permission settings ⬆️

This task uses variables to surface information collected in form fields in your workflow, so that they can be viewed or used elsewhere in your workflow, such as the send email widget below. 

This task, or the fields within it, will show or remain hidden due to Conditional Logic rules that have been set up in this workflow.

Edit the workflow and ↖️click the Conditional Logic button ↖️ to view or edit the rules.

⚡️ You could automate this step by setting up an integration with Slack to automatically post a message to your HR channel.

Edit the workflow to see the snippet form field you could use in a Slack integration. 

This is a heading, used to separate tasks into sections in your workflow.

Notify your network administrator of the date and time on which to revoke the employee’s access to computer and/or phone systems.

This task contains subtasks that you can use to break complex tasks into smaller steps. Edit the workflow to add more rows (enter key) or delete rows (delete or backspace key).

If {{form.Employee_first_name}} needs to access your office building for a few more days, provide them with a temporary access card that they can return on their final day.

Ensure that the letter covers life insurance, health coverage, a retirement plan, expense account plans, and clearly states the employee’s COBRA status (if applicable). 

Don’t complete this task until the letter has
been received and uploaded below. 

Review any confidentiality and non-compete agreements to make sure that the employee understands what is expected of them upon departure.

Even if the employee never signed such a document, most employee handbooks have a clause or code of conduct paragraph about non-disclosure of company-related confidential information or trade secrets. Review this and remind the employee that any breach of this confidentiality will be addressed effectively.

Your state law will tell you when you need to send the check. It might be on the date of termination, the next payday, or a different date (e.g. 3 days after termination). 

Give the employee an address update form to fill out if they move. Especially for multinational companies, or those with high turnover, W-2s will come back as non-deliverable if the address has changed.

As a backup, verify that the employee’s emergency contact information is up-to-date and that you can contact that person if you have trouble getting their W-2s to them.

⚡️ You could automate this step by setting up an integration with Google Drive or DropBox, to automatically send all the details to the employee’s folder. 

ℹ️ Need support getting your processes set up? Click the help button ↘️ or book a time to talk with one of our Process Pros.