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DESLIGAMENTO COLABORADOR

Preparing for Employee Departure

Communicate with the employee's manager about the departure and discuss any specific requirements or concerns.

Determine the last working day for the employee and inform relevant stakeholders.

Initiate the exit interview process, if applicable.

Collect and review any outstanding pending tasks or projects the employee is working on.

Inform IT department to revoke access to company systems and equipment.

Notify other departments (e.g., finance, payroll, legal) about the employee's departure.

Employee Documentation and Benefits

Provide the employee with necessary exit paperwork, including termination letter, non-disclosure agreements, and any other legal documents.

Inform the employee about their final paycheck, benefits, and any unused vacation or leave balance.

Coordinate with the payroll department to ensure accurate final compensation.

Provide information on continuing benefits, such as COBRA or retirement plans.

Collect any company property in the employee's possession (e.g., ID card, laptop, keys).

Communication and Transition

Inform the team and relevant stakeholders about the employee's departure.

Discuss workload redistribution and reassign tasks to other team members.

Organize a knowledge transfer session between the departing employee and their successor, if applicable.

Communicate the employee's departure to external parties, such as clients or vendors, if necessary.

Update internal directories, contact lists, and organizational charts to reflect the employee's departure.

Employee Exit Process

Conduct an exit interview to gather feedback and insights about the employee's experience.

Discuss post-employment obligations, such as non-compete agreements or intellectual property confidentiality.

Provide information about potential rehire eligibility or references, if applicable.

Establish a plan for returning company property, such as laptops or access cards, if not already collected.

Offer support to the departing employee in their transition, such as career counseling or job search assistance.

Final HR Tasks

Update HR records, including termination date, reason, and final compensation details.

Archive employee files in compliance with data retention policies and legal requirements.

Remove employee's access from HR systems and databases.

Conduct a final review of all HR-related tasks to ensure completion.

Provide HR metrics and data related to turnover and separation, if requested.

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