THE LAW. While you're not required to conduct exit interviews with departing employees, federal employment laws do govern how you must handle certain information heard during such meetings.
For example, say an employee tells you she's been sexually harassed on the job. Even though she may insist she's quitting for a better job, not because of the harassment, you can't ignore her allegation. After all, the alleged harasser may be harming others.
That's why you should treat any mention of harassment or discrimination in exit interviews as you would any similar complaint by a current employee. Apply your anti-harassment standards and conduct the same type of investigation.
Even if you ultimately determine there was no harassment, the ex-employee may still sue you later. By showing that you investigated her complaint quickly and thoroughly, you strengthen your legal defense.
Also, if an employee seems reluctant to open up in the...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How much can you restrict off-duty conduct?
- Should you return pirated software to a fired employee?
- Good faith: It's what courts want to see in discipline
- Gov't workers with free speech claims can charge retaliation