IBEX

Here are 5 things to keep in mind during this process:


Giving Proper Notice of Termination

Each province provides a guideline for the minimum notice of termination you must give before an employee’s last day of work.

Of course, whenever possible, giving additional notice is a great idea. The more time an outgoing employee has to tie up loose ends, search for a new job or apply for governmental assistance the better. As well, when more notice is given, it gives your team more time to source a replacement and/or transition work over to the employee taking over.

A Full Listing of Termination Notices by Province is Available here…


Paying Wages in Lieu of Termination Notice

If the employee’s services are no longer needed, an employer may choose to pay wages in lieu of termination notice. This means that if the minimum notice of termination is 2 weeks, but the employer chooses to pay wages in lieu of notice, the employee will receive 2 weeks pay without completing the remaining work days.

This is a great option to consider when there is little to no work left to finish and/or when the outgoing employee's attitude may have a detrimental effect on the rest of your team. This also gives the outgoing employee more time to get their feet on the ground and find a new position. 


Record of Employment (ROE)

It is imperative to issue an ROE within five calendar days of the employee’s end date. ROE information is used by Service Canada to determine EI eligibility, the benefit rate and the duration of his/her EI claim. Failing to file the ROE could lead to a fine of up to $2,000, six months imprisonment, or both. Timely issuing of an ROE is a courteous step in the outplacement process as it enables the employee to move forward immediately if they choose to apply for EI.

For more information on ROEs, visit the Service Canada website here…


The Exit Interview

Often the reason an employee departs may feel like a mystery. Was it the atmosphere? Was it the job? Maybe it was just another opportunity or a change in focus? A proper exit interview is a great way to gather information about what is working and what is not working in your organization. The information gathered can be used to improve the work environment for both your current employees and future hires. As well, exit interviews give you an additional opportunity to provide closure to departing employees, offer a final evaluation of their performance and strengths, and impart a positive lasting impression.


Outplacement Support Services

Many businesses and charitable organizations adopt outplacement programs whether they know it or not. Such programs include anything from skills training to simply helping a departing employee find a new opportunity. When you have an employee leaving your organization, taking that extra time to make sure they leave happy and confident can make a great impression. As well, it's just the right thing to do. Whether it's writing a reference letter, serving cake on his/her last day or providing more extensive training or support services, the effort you put in will not go unnoticed.

Both public and private outplacement programs are available to help you offer the best services possible to your outgoing employees. One example is Service Canada's online resource centre. Here you can find great online learning resources and job search tools to which you can direct your outgoing employees.

For more information on outplacement resources, visit the Service Canada website...