EMPLOYEE EXIT PROCEDURE Resignation If you receive an informal notification that an employee intends to resign please request that they provide written confirmation of their intention to resign. This resignation letter can be written, by email or text but needs to contain notification of intention to resign, a date for the notification of resignation and a date of proposed end of employment. If possible a reason for employee resignation is desirable but not required. All employees are bound by our Notice Periods as per their Employment Contracts, and all notice periods are subject to Management Approval. Once a resignation has been received please notify HR and Finance Departments, as well as any appropriate Supervisors. This allows: Exit Interviews to be conducted to complete exiting Tracking of return of physical and intellectual property Arrangements for final payments to be completed within required timeframes Any negotiation to retain employees to be planned and negotiated where appropriate Termination of company email and network access Terminations There is a process to termination of an employee and this must be followed to ensure there is minimised risk of any potential future claims, such as Unfair Dismissal. Assuming termination of employment is viable please notify HR & Finance who will draft a Notice of Termination detailing effective notice and termination dates, as well as confirming details of payment entitlements for termination of employment. End of Employment In all instances of End of Employment HR & Finance need to be notified at the earliest possible stage as there are Fair Work requirements which MUST be followed, as well as actions to ensure protection of Jet business interests. Conducting of an Exit Interview allows us to confirm that all steps have been taken to return property, cancel IT access and protect the business, as well as gaining feedback on any potential changes which could be made in aiding employee retention.
