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Offboarding: Strategies for a Successful Goodbye

Prevent future conflict and understand the issues and hazards associated with offboarding.

The end of the employment relationship involves complex issues that can often be contentious and emotionally charged. Many employers fail to evaluate their offboarding processes until it is too late. It is crucial to understand the issues and hazards associated with offboarding to mitigate those risks and prevent future conflicts. This material will help those responsible for dealing with departing employees understand the potential conflicts that may arise from the offboarding process. The material will also explain methods and best practices to help ensure a smooth offboarding process and avoid the creation of additional conflicts.

57 minutes
Course Exam
Certificate of Completion
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Introduction and Preparing for Exit

  • Understand and Document the Reasons for Termination (If Involuntary)
  • Collect and Review All Documents Relating to the Employee's Employment, Including Any Relevant Employment Contracts or Severance Agreements
  • Consider Any Specific Rights or Obligations of Employee and/or Employer

General Exit Procedures Before Final Day

  • Receive Resignation Letter or Determine If Written Termination Notice Is Required
  • Determine the Timing of Exit
  • If Immediate Exit, Consider Security and Other Issues
  • Notify Employee If Involuntary Termination
  • Notify Others of the Employee's Exit/Planned Exit
  • Hold Exit Interview If Resignation

Severance and/or Release?

  • Determine If Severance Must Be Paid Pursuant to a Contract or Applicable Laws
  • Even If No Obligation to Provide Severance, Consider Doing so in Conjunction With a Release of Claims
  • Consider What Terms to Include in a Release

Benefits and Other Issues

  • Determine When Benefits Will Cease
  • Provide COBRA Notice
  • Determine Final Pay/Other Wages to Be Paid out (e.g., Vacation Time)
  • Determine Any Trade Secret/Restrictive Covenant Issues
  • Address Any Immigration Issues

On Day of Termination

  • Address Security/Property Issues, Including Return of All Employer Property and Discontinuing Access to Employer Networks
  • Determine Final Pay and Other Payment Issues
  • Determine Status of Transfer of Duties

After Termination

  • Determine How to Address Any Concerns From Remaining Employees
  • Determine How to Respond to References

Questions and Answers

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Course

This course was last revised on July 20, 2021.

Call 1-866-352-9540 for further credit information.

  • HR Certification Institute 1.0
     
  • This E-Learning program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 0.75
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 0.75 PDC(s) for the SHRM-CP or SHRM-SCP.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

  • Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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  • Arizona CLE 1.0
     
  • CA MCLE 1.0
     
  • CT CLE 1.0
     
  • HI CLE 1.0
     
  • ME CLE 1.0
     
  • NJ CLE 1.2
     
  • VT CLE 1.0
     
  • WA CLE 1.0
     
  • WV MCLE 1.2
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Gregory P. Abrams

Gregory P. Abrams

Faegre Drinker Biddle & Reath LLP

  • Partner at Faegre Drinker Biddle & Reath LLP
  • He represents and counsels employers in all facets of labor and employment law
  • An experienced litigator who regularly defends companies in state and federal courts as well as in front of administrative agencies throughout the country in all types of employment litigation including class actions, collective actions, wage and hour matters, discrimination claims, noncompetition claims, trade secrets appropriation, and other similar claims
  • Regularly presents at CLEs and other speaking engagements regarding all facets of the employment relationship; he has written and been published extensively on employment and privacy-related issues and has been quoted and interviewed by multiple national media outlets on these topics
  • Admitted to practice law in Illinois
  • Graduate, University of Chicago Law School and University of Pennsylvania
  • Can be contacted at 312-356-5047 or [email protected]
Daniel Dorson

Daniel Dorson

Faegre Drinker Biddle & Reath LLP

  • Associate at Faegre Drinker Biddle & Reath LLP
  • Represents and advises employers on labor and employment issues with an emphasis on union relations and organizing; defends employers in state and federal courts, arbitration, and administrative hearings involving a variety of labor employment issues, including employment discrimination and noncompetition claims; and assists employers with union relation issues before the National Labor Relations Board; prior to joining Faegre Drinker Biddle & Reath, LLP, Daniel worked in professional sports including clerking for the National Football League’s Management Council
  • Regularly researches and writes client updates and alerts for the firm’s labor and employment group
  • Admitted to practice law in New York
  • Graduate, Arizona State’s Sandra Day O’Connor College of Law and Indiana University
  • Can be contacted at 212-248-3254 or [email protected]
Kristin M. Halsing

Kristin M. Halsing

Faegre Drinker Biddle & Reath LLP

Daniel Dorson

  • Associate at Faegre Drinker Biddle & Reath LLP
  • Represents and advises employers on labor and employment issues with an emphasis on union relations and organizing; defends employers in state and federal courts, arbitration, and administrative hearings involving a variety of labor employment issues, including employment discrimination and noncompetition claims; and assists employers with union relation issues before the National Labor Relations Board; prior to joining Faegre Drinker Biddle & Reath, LLP, Daniel worked in professional sports including clerking for the National Football League’s Management Council
  • Regularly researches and writes client updates and alerts for the firm’s labor and employment group
  • Admitted to practice law in New York
  • Graduate, Arizona State’s Sandra Day O’Connor College of Law and Indiana University
  • Can be contacted at 212-248-3254 or [email protected]
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 408623
Published 2021
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