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Southwest introduces new offboarding policy

By Tameka Perry, Esq.

PoliciesFor new Southwest employees, onboarding is an important step on their journey to becoming familiar with the College. It is a time when human resource professionals share knowledge about the inner workings of the institution and introduce them to colleagues who will help them as they get acclimated.

The offboarding process is equally important. It is crucial that College property is returned, accounts are deactivated, and other requirements are met so that outgoing employees remain in good standing with Southwest.

Exit interviews conducted during offboarding are opportunities for the human resources department to gather valuable feedback that could help the College identify ways to improve.

In February, Southwest’s employee offboarding process policy, 5:02:04:10/53, was published. The policy provides offboarding procedures for different categories of employees. It also sets forth what terminating employees must do to appropriately give notice of an impending separation and what actions managers must take. The policy reminds us that “the employee separation process requires a coordinated effort among various departments.”

When employees will voluntarily separate from the College, they should provide timely and appropriate written notice of their intent to resign. Timely notice is considered at least 14 days for support and clerical staff and 30 days for professional and academic personnel. Appropriate notice includes the employee’s full name, date the letter is being submitted, proposed last day of employment, and signature.

Supervisors must ensure that the offboarding process is completed for their direct reports. Not doing so can create serious problems in the Payroll department, Office of Human Resources, and in the department in which the separating employee was assigned.

Questions regarding offboarding should be submitted to Human Resources at myhr@southwest.tn.edu.