Employee termination procedures

Ask the Expert

Employee termination procedures

We are updating our organization's security policies and found that we don't have a clear way of declaring an employee a security risk or procedures for taking away system access privileges. Do we specify that after a certain number of violations one is a security risk? Do we use personnel policy or some combination of the two? It is not easy to terminate an employee in my organization, so how should we handle an employee who has been declared a security risk, but has not yet been terminated?

Continue Reading This Article

Enjoy this article as well as all of our content, including E-Guides, news, tips and more.

By submitting your email address, you agree to receive emails regarding relevant topic offers from TechTarget and its partners. You can withdraw your consent at any time. Contact TechTarget at 275 Grove Street, Newton, MA.

You also agree that your personal information may be transferred and processed in the United States, and that you have read and agree to the Terms of Use and the Privacy Policy.

Safe Harbor

To address such issues, the security group, HR and management should work together to define and enforce these policies. Let's review some employee termination procedures.

Before you begin, make sure you have management's support. Management is responsible for selecting the appropriate people to work together on this task. Management and HR should oversee the enforcement of proper employee behavior and the security group should help develop the necessary policies, standards, guidelines and procedures. The security group should also assist with the development of training procedures and conduct training seminars, so if an incident occurs, the organization will be able to handle the situation.

This Step-by-Step Guide provides specific strategies for building a structure for dealing with employees even before they are hired.

Ask the Expert Step-by-Step Guide: Employee termination procedures

  Part I: Before employment begins
  Part II: Hiring and orientation
  Part III: Employment
  Part IIII: After employee termination

This was first published in April 2006