Exits

Leaving the organisation

Terminating employment  Mutual consent  Frustration  Resignation  Dismissal  Redundancy  Retirement

Exit interviews  Why did you start looking for another job?  What happened to make you want to look elsewhere?  Why were you not satisfied?  What could we have done differently?

Summary dismissal  Immediate dismissal  Without notice  Involves wilful disobedience or serious misconduct  Must be bad enough to destory employer’s trust and confidence in employee

Dismissal with notice  Must give notice specified in agreement  Reasonable notice if none specified  Before dismissal  Should be fair investigation if grounds are misconduct  Should be warnings if grounds are performance-related

Unjustifiable dismissal  Main ground for contesting dismissals using personal grievance procedure  Integral feature is “unjust”  Employer must show that dismissal was not unjustified

Constructive dismissal  Employee resigns under pressure from employer  Often suggested that resignation would look better on CV than dismissal  “Wolf of dismissal in sheep’s clothing of resignation”

Redundancy  No definition in current legislation  Two features of common definitions  Position must be superfluous to employer’s needs  Employee must not be at fault

 No entitlement under law to redundancy compensation  Redundancy compensation can be negotiated in employment agreements

Retirement  Marks abrupt change in lifestyle  Significant change in economic circumstances  Now unlawful to specify a retirement ‘age’  People need to prepare and plan for retirement - employers can assist