Employee Termination Checklist [modified]
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Sourcesafe admin can do that. EDIT ========== 1-voting low-rep retard strikes again...
".45 ACP - because shooting twice is just silly" - JSOP, 2010
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You can never have too much ammo - unless you're swimming, or on fire. - JSOP, 2010
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"Why don't you tie a kerosene-soaked rag around your ankles so the ants won't climb up and eat your candy ass." - Dale Earnhardt, 1997modified on Wednesday, February 9, 2011 1:03 PM
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Sourcesafe admin can do that. EDIT ========== 1-voting low-rep retard strikes again...
".45 ACP - because shooting twice is just silly" - JSOP, 2010
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You can never have too much ammo - unless you're swimming, or on fire. - JSOP, 2010
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"Why don't you tie a kerosene-soaked rag around your ankles so the ants won't climb up and eat your candy ass." - Dale Earnhardt, 1997modified on Wednesday, February 9, 2011 1:03 PM
What's source safe, svn John.
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First of all I'm sorry if this offends anyone. I've seen here people saying somethings like that if you can't trust people you should not run a company, that you should not think on removing privileges and that everything should work by it's own without problems... and that if you pay a lot of money then everything is nice and easy... Well, my opinion is that this only happens in hollywood comedies... People some times steal documents and information that can be used to harm or to get a job at the copetitor's house. So this situation is a possible problem. Typically this can't be handled by small companies correctly (and I guess that it can't be done by big ones neither)... You could: - Control what goes in and out of the company using a guard. - Disconnect drives (USB and anything that could be used to substract information). - Use a internet filter and disconnect access to several webs and services: no ftp... - Disallow cameras and other devices that can be used as storage. - Be careful with programs like LogMeIn, TeamViewer, RealVNC and others... (they can transmit files). - BE SURE TO HAVE A GOOD BAKCUP PLAN. - Use a keylogger. - Remove admin privileges. - Remove access to Virtual Machines. - Limit access to servers. - Probably a good way to do it is using terminals and not full computers... (display, keyboard, mouse) - ... Almost all the previous options will of course depend on the kind of job you are doing... And all of them come from someone that thought that people was good and nice... Of course till I've seen trusted people sending code snippets to their home computers, removing material from the company, ... People is hard to control and if they have in mind to damage you then you will have a problem. Hope you will find a nice solution for everyone.
[www.tamelectromecanica.com] Robots, CNC and PLC machines for grinding and polishing.
Joan Murt wrote:
Of course till I've seen trusted people sending code snippets to their home computers
Interesting, I do this all the time, I also send snippets back from home. As the company has a net nazi in place, and some really draconian security, I often do research at home. I don't argue with the security, I work around it with the full knowledge of my boss.
Never underestimate the power of human stupidity RAH
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Disable any biometric access devices for that person. I went to my previous company yesterday to collect my papers, and I the main door opened up for my fingerprint (just tried it on the biometric device installed, and was shocked to see it was still working after months). :wtf: Make sure that a proper exit interview is conducted, and collect feedback from the employee on what he/she thinks could make the workplace better for the ones staying back.
"Real men drive manual transmission" - Rajesh.
Rajesh R Subramanian wrote:
Make sure that a proper exit interview is conducted, and collect feedback from the employee on what he/she thinks could make the workplace better for the ones staying back.
An exit interview for somebody who's being sacked? That's adding insult to injury.
Cheers, विक्रम (Have gone past my troika - 4 CCCs!) "We have already been through this, I am not going to repeat myself." - fat_boy, in a global warming thread :doh:
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Joan Murt wrote:
Of course till I've seen trusted people sending code snippets to their home computers
Interesting, I do this all the time, I also send snippets back from home. As the company has a net nazi in place, and some really draconian security, I often do research at home. I don't argue with the security, I work around it with the full knowledge of my boss.
Never underestimate the power of human stupidity RAH
Yes, of course... and this can be a nice way of working! I was talking with the context in mind, thinking of people that are being fired or that are leaving the building and that the day before leaving they remove private property from the company sending it using any method to their home computers... What would happen if you leave the company or if you are fired? (and the material you are working/have at home is really important and vital for the company).
[www.tamelectromecanica.com] Robots, CNC and PLC machines for grinding and polishing.
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Yes, of course... and this can be a nice way of working! I was talking with the context in mind, thinking of people that are being fired or that are leaving the building and that the day before leaving they remove private property from the company sending it using any method to their home computers... What would happen if you leave the company or if you are fired? (and the material you are working/have at home is really important and vital for the company).
[www.tamelectromecanica.com] Robots, CNC and PLC machines for grinding and polishing.
Joan Murt wrote:
and the material you are working/have at home is really important and vital for the company
I work for a financial institution, I'd be fired if I had company data at home. However I agree that a company should take strong measures to protect itself when terminating staff. When security turns up with a box at someones desk then you have to figure they stuffed up big time.
Never underestimate the power of human stupidity RAH
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Rajesh R Subramanian wrote:
Make sure that a proper exit interview is conducted, and collect feedback from the employee on what he/she thinks could make the workplace better for the ones staying back.
An exit interview for somebody who's being sacked? That's adding insult to injury.
Cheers, विक्रम (Have gone past my troika - 4 CCCs!) "We have already been through this, I am not going to repeat myself." - fat_boy, in a global warming thread :doh:
If someone is asked to leave for whatever reasons, that doesn't mean he/she will have no feedback that may be of help to the company, and for the ones working there. I don't see how it's adding insult to injury.
"Real men drive manual transmission" - Rajesh.
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Sadly I'm not fishing for traffic with that subject. I'm building an IT department at a small company and the time has come for someone to "depart for greener pastures". I want to be sure that I'm thinking of everything that has to be shut down, closed, disabled, etc... after the employee is terminated. I've got the easy stuff figured out already (AD account disabled, web app logins disabled, company property returned, etc...) and would appreciate anyone with experience in this arena tossing their $0.02 in. edit: After reading a few responses I reread my own post and realized that I didn't mention that this will be the procedure that the entire company is going to use so non-technical suggestions would be appreciated as well. Thanks again for the input... I was amazed at how quickly the responses popped on this one. Thanks!
Mike Devenney
modified on Wednesday, February 9, 2011 11:40 AM
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Sadly I'm not fishing for traffic with that subject. I'm building an IT department at a small company and the time has come for someone to "depart for greener pastures". I want to be sure that I'm thinking of everything that has to be shut down, closed, disabled, etc... after the employee is terminated. I've got the easy stuff figured out already (AD account disabled, web app logins disabled, company property returned, etc...) and would appreciate anyone with experience in this arena tossing their $0.02 in. edit: After reading a few responses I reread my own post and realized that I didn't mention that this will be the procedure that the entire company is going to use so non-technical suggestions would be appreciated as well. Thanks again for the input... I was amazed at how quickly the responses popped on this one. Thanks!
Mike Devenney
modified on Wednesday, February 9, 2011 11:40 AM
You don't say if they jumped or were pushed :) - exit interview - let them say whatever they like about the company and co-workers. You may find out issues you were unaware of which can be valuable for the future. - remove from email aliases and distribution lists - similarly remember to add a new hire. - Do you have a check list for inducting new employees? The reverse of that would help. - or perhaps ask all employees for tasks for a checklist for induction, they will not mind doing this (in contrast to a list for letting someone go) and it will tell you what to check. Writing both lists at the same time will also appear less scary.
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Sadly I'm not fishing for traffic with that subject. I'm building an IT department at a small company and the time has come for someone to "depart for greener pastures". I want to be sure that I'm thinking of everything that has to be shut down, closed, disabled, etc... after the employee is terminated. I've got the easy stuff figured out already (AD account disabled, web app logins disabled, company property returned, etc...) and would appreciate anyone with experience in this arena tossing their $0.02 in. edit: After reading a few responses I reread my own post and realized that I didn't mention that this will be the procedure that the entire company is going to use so non-technical suggestions would be appreciated as well. Thanks again for the input... I was amazed at how quickly the responses popped on this one. Thanks!
Mike Devenney
modified on Wednesday, February 9, 2011 11:40 AM
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If someone is asked to leave for whatever reasons, that doesn't mean he/she will have no feedback that may be of help to the company, and for the ones working there. I don't see how it's adding insult to injury.
"Real men drive manual transmission" - Rajesh.
Not everyone who's being sacked will offer a word of support or wait another minute to follow company rules. What are they going to do, fire you twice?
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Sourcesafe admin can do that. EDIT ========== 1-voting low-rep retard strikes again...
".45 ACP - because shooting twice is just silly" - JSOP, 2010
-----
You can never have too much ammo - unless you're swimming, or on fire. - JSOP, 2010
-----
"Why don't you tie a kerosene-soaked rag around your ankles so the ants won't climb up and eat your candy ass." - Dale Earnhardt, 1997modified on Wednesday, February 9, 2011 1:03 PM
John Simmons / outlaw programmer wrote:
1-voting low-rep retard strikes again...
Laughing my a** off.
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Not everyone who's being sacked will offer a word of support or wait another minute to follow company rules. What are they going to do, fire you twice?
Not everyone? So, I'm suggesting that you take the feedback from the rest who is willing to offer. Is this really something that should be debated on? I've work to do.
"Real men drive manual transmission" - Rajesh.
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Not everyone? So, I'm suggesting that you take the feedback from the rest who is willing to offer. Is this really something that should be debated on? I've work to do.
"Real men drive manual transmission" - Rajesh.
True, but you're thinking like a manager or a rational employee. As far as I recall, I don't remember anyone who got fired and offered the company feedback. Not that I knew more than a few since most everyone quits before becoming problematic. However, the few that I knew who got fired where escorted out the door within the hour, only as long as it took to pack their stuff.
Rajesh R Subramanian wrote:
Is this really something that should be debated on? I've work to do.
Why so angry? Anything is up for discussion.
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True, but you're thinking like a manager or a rational employee. As far as I recall, I don't remember anyone who got fired and offered the company feedback. Not that I knew more than a few since most everyone quits before becoming problematic. However, the few that I knew who got fired where escorted out the door within the hour, only as long as it took to pack their stuff.
Rajesh R Subramanian wrote:
Is this really something that should be debated on? I've work to do.
Why so angry? Anything is up for discussion.
Sometime during the peak of recession, I was fired along with 300 other people. The company did an exit interview for all of them, and while some didn't want to do it, nearly half of them had feedback to provide. They all worked under the same group, which was run by a a crap director and a few crappier managers. The HR and the higher level management didn't know about the problems those employees had been facing through their employment -- availability of software, better computers, unavailability of hardware like network tap, some of the leave policies being overridden by the managers, some benefits not being passed on to the team, etc., Nobody wanted to talk about any of those problems during their employment as they were afraid of their jobs due to the condition of jobs and economy then. However, they did open up. The company changed several of their policies, and sacked a few more people including the director and some managers (that, for good measure). The parent group company finally merged this company into another bigger one, and the policies and employment terms were further reinforced, supporting open door policy. I hear they're doing good now. "Many people generally may not give feedback" is not a reason for sending off someone without offering to conduct an exit interview. If they don't want to give it, they can go. But if they do offer to give an exit interview, it should be beneficial to the company. If someone had been paying me for a long time, I'd be grateful and offer them an exit interview even if they had sacked me. I can always find a better job.
Bassam Abdul-Baki wrote:
Why so angry? Anything is up for discussion.
I couldn't worry enough to become 'angry' on this, but I felt that the strong negative reaction against a proper suggestion made by me was utterly pointless.
"Real men drive manual transmission" - Rajesh.
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Sometime during the peak of recession, I was fired along with 300 other people. The company did an exit interview for all of them, and while some didn't want to do it, nearly half of them had feedback to provide. They all worked under the same group, which was run by a a crap director and a few crappier managers. The HR and the higher level management didn't know about the problems those employees had been facing through their employment -- availability of software, better computers, unavailability of hardware like network tap, some of the leave policies being overridden by the managers, some benefits not being passed on to the team, etc., Nobody wanted to talk about any of those problems during their employment as they were afraid of their jobs due to the condition of jobs and economy then. However, they did open up. The company changed several of their policies, and sacked a few more people including the director and some managers (that, for good measure). The parent group company finally merged this company into another bigger one, and the policies and employment terms were further reinforced, supporting open door policy. I hear they're doing good now. "Many people generally may not give feedback" is not a reason for sending off someone without offering to conduct an exit interview. If they don't want to give it, they can go. But if they do offer to give an exit interview, it should be beneficial to the company. If someone had been paying me for a long time, I'd be grateful and offer them an exit interview even if they had sacked me. I can always find a better job.
Bassam Abdul-Baki wrote:
Why so angry? Anything is up for discussion.
I couldn't worry enough to become 'angry' on this, but I felt that the strong negative reaction against a proper suggestion made by me was utterly pointless.
"Real men drive manual transmission" - Rajesh.
Sacking 300 people is not usually considered firing, but downsizing. When that happens, yes, you feel bad, but not angry. I think everyone here, myself included, were talking about when an individual gets fired. Like I said, I've only seen it happen a few times, but when it does, they're normally escorted out almost immediately. Update: Also, I've been laid off before (and rehired) because a project was not renewed and they had nothing else in the works to offer. When that happens, yes, I generally have an exit interview and I don't feel bad about it.
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Not everyone? So, I'm suggesting that you take the feedback from the rest who is willing to offer. Is this really something that should be debated on? I've work to do.
"Real men drive manual transmission" - Rajesh.
Then work and stop wasting your company's dollars.
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Rajesh R Subramanian wrote:
Make sure that a proper exit interview is conducted, and collect feedback from the employee on what he/she thinks could make the workplace better for the ones staying back.
An exit interview for somebody who's being sacked? That's adding insult to injury.
Cheers, विक्रम (Have gone past my troika - 4 CCCs!) "We have already been through this, I am not going to repeat myself." - fat_boy, in a global warming thread :doh:
Unless you caught this guy actually stealing from you, remember that they were a valued employee at one time, and treat them with respect. It's ok to separate an employee because they didn't fit in with the culture, or didn't work hard enough, or were too difficult to get along with. Just remember that they are a human being. And remember that they know 20 other techies. If your separation interview is gentle and polite, the guy will remember that. If you have a uniformed security guy stand over them while they put stuff in a box, and frog-march them out the door, the only thing they will ever say about your company is what a**holes you were at the end. If the termination is gentle and respectful, they will report that to their friends. It's a small world, and you may want those friends to work for you someday. Oh, and have some packing boxes available for termination day. The average engineer accumulates a ton of clutter; books, toys, sweaters and sneakers. It's quicker out the door if they have boxes to put this stuff in.
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Then work and stop wasting your company's dollars.
Member 2793522 wrote:
Then work and stop wasting your company's dollars.
Do you even know that I work for a company? Why bother posting codswallop and make yourself look silly?
"Real men drive manual transmission" - Rajesh.