Exit Interviews:
Your Key to Better Retention, Workplace Improvement and a Better Bottom Line

"You're fired" and "I'm out of here" are two sides of the same coin. In either event, savvy employers know to take advantage of what is otherwise a negative, time-consuming situation.

Knowing why employees leave is your key to keeping the good ones in the future—and even having them return. It’s also your chance to find and fix problems that could be costing you money.

Employee turnover is costly, so use the exit interview for all that it’s worth. What can you learn from this employee’s experiences that can help you reduce future turnover, improve personnel practices, and even identify key problems, such as unprofessional, unethical, or unlawful conduct in your workplace? Is there a person or a department that is causing problems?

And just as importantly, how will you use that information once you’ve got it?

You would be amazed at what can be unearthed in exit interviews—information that you need to know to make your company better. So, quit wasting time and resources and get to the bottom of your employee retention problems.

Don’t keep losing valuable information that your company needs. Use this enlightening and accredited exit interview training as your personal guide to creating an exit interview strategy that will help ensure you do less exit interviews in the future. Then, use the key information you get from the exit interview to strengthen your current workforce and make better use of your resources.

Learning Objectives:

• Why conduct exit interviews?
• Which existing employees should be interviewed?
• Who will conduct the interview?
• When and how should the interview take place?
• What documentation should be part of the exit interview?
• What questions should be asked - or not asked - during the exit interview?
• What legal issues should be considered in the exit interview process?
• What steps should be taken to protect the company's physical and intellectual property?
• How should post-employment benefits (e.g., health, dental, life, disability and other insurances as well as any outplacement assistance) be addressed in the process?
• How should post-employment obligations of an employee (e.g., restrictive covenants) be addressed?
• Is there a need to offer an appropriate severance package and, if so, what documentation is necessary?
• What should the employer do with the information obtained in the exit interview process?

Presented by:

Ian D. Meklinsky
Partner, Fox Rothschild

Ian practices labor and employment law, representing employers across the country in both union and non-union contexts. He works closely with human resource professionals and in-house counsel to navigate the increasingly complex workplace-related rules and regulations mandated by the myriad of laws to provide creative, practical, cost-effective advice and solutions to employment issues.

In the unionized area, Ian focuses on union avoidance/union organizing campaigns, representation proceedings, strikes, mass picketing, union access disputes, collective bargaining and contract administration, arbitrations and unfair labor practice proceedings. Some of the other areas in which Ian counsels and assists employers are:

• Development and implementation of personnel policies and procedures.
• Discipline and discharge of employees as well as employee leave issues.
• Development and administration of Affirmative Action Plans.
• Negotiation, drafting and enforcement of employment and severance agreements.
• Harassment avoidance and training.

Additionally, a significant portion of Ian's practice includes:

• Ensuring compliance through periodic labor and employment-relations audits.
• Court appearances and administrative hearings on a variety of subjects, including wrongful discharge, employment discrimination, occupational safety and health matters (OSHA), wage and hour disputes, unemployment compensation claims, non-compete, non-disclosure and trade secret disputes.

In conjunction with the firm's Tax Department, Ian provides advice with respect to tax implications of employment-related matters and provides extensive counseling and guidance on employee benefits.

Beyond Fox Rothschild Ian was a Pupil and now is a Barrister in the New Jersey State Bar Association in the Labor & Employment Law Section, the Sidney Reitman Employment Law American Inn of Court, and was the Assistant Coordinator for the Camden County Bar Association for the 1994 New Jersey State Bar Foundation Vincent J. Apruzzese Mock Trial Competition. He lectures frequently to various professional, civic and employer groups. Ian publishes on employment-related topics and is often quoted on these subjects. He is a contributing author to the American Bar Association's treatise on The Fair Labor Standards Act, West Publishing's treatise on Advising Small Businesses, and the ALI-ABA Manual on Advising Clients.

Brynn Hollows
Associate, Fox Rothschild

Brynn focuses her practice on labor and employment issues. Prior to joining Fox Rothschild, Brynn was an intern for the Honorable Tonianne J. Bongiovanni, United States Magistrate Judge. She also served as a research assistant to Professor Baher Azmy, Seton Hall University School of Law.

Who would benefit from this program:

• HR Managers
• HR Directors
• HR Professionals

Continuing Education:

• This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Recertification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.

Product Options:

• Audio Conference CD Only: $229.00 (includes S&H)

Length: 1 hour 30 minutes