This form is an Exit Interview Checklist used by an employer to discuss important issues with an exiting employee, including termination agreements, return of company materials, ongoing obligations with regard to confidential and proprietary information, and other typical exit interview topics.
New Hampshire Exit Interview Checklist
State:
Multi-State
Control #:
US-TS9046A
Format:
Word;
PDF;
Rich Text
Instant download
Description
How to fill out Exit Interview Checklist?
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FAQ
Although many companies prefer to speak with an employee leaving for voluntary reasons, exit interviews are not required. Unless you sign a contract that specifically states that you will participate in an exit interview, a business cannot require you to complete an interview when you leave.
To further encourage a productive conversation, the interviewer should remind the departing employee that the interview is confidential and any identifying information will be kept private, to the extent possible.
An exit interview is a final interview with a departing employee. It is designed to gain a sense for what an organisation can improve upon to retain its top talent. An exit interview is an essential part of the overall onboarding and offboarding process.
Your HR specialists may think they are the best equipped to conduct exit interviews. They may also believe that exit interviews are routine exercises designed to be filed away and kept on record, only to be looked at if there's a massive issue or a manager requests it.
Is There Anything the Company Could Have Done to Prevent you from Leaving? Again, be honest during the exit interview questions but keep it reasonable. If you resigned because you wanted a promotion and a pay rise, find a constructive way to say that. It is also ok to say that there was nothing they could have done.
Exit interviews are seldom mandatory, and a departing employee can opt out if they don't feel comfortable meeting. "It's OK to refuse an exit interview or not to answer questions. If you don't feel comfortable or like you're in a good mental space to answer questions about the company, then don't," Owens said.
While you cannot legally mandate that employees participate in exit interviews, you should do all you can to encourage their cooperation. One of the ways you can do that is by stressing that a departing employee's remarks won't be shared with others in the office, unless you're required to share the information by law.
If it is part of your contract and you are fired, yes they have to pay for the time it takes to interview you. If you quit, they still have to pay but it would make you look petty by asking them to pay for that. Regarding severance pay, that is regulated by the state labor laws and company policy.
