Other conditions on leaving policy template
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This model policy is to confirm the conditions that an employee who is leaving the company is expected to adhere to.
This includes working notice, returning company property, confidentiality, and non-solicitation.
This policy has three parts: an 'overview' that explains what it's about, 'scope' which details who it applies to, and 'general principles' that list the main rules it follows.
Why this policy is necessary
This Other conditions on leaving policy template aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
Specifications
5 mins
292 words, 2 pages A4
1 July 2024
Other conditions on leaving
Overview
This policy outlines the conditions that an employee who is leaving the company is expected to adhere to.
Scope
This policy is applicable to all employees of [company name].
General principles
On leaving, the Company will deduct from any money due to you such sums as you may owe to the Company. These may include, but are not restricted to, any loans, relocation assistance, court orders and payment made for holidays taken in excess of entitlement.
If you leave without giving notice and without the Company's agreement, you are in breach of your contract and you may forfeit some or all of any salary due to you.
Before leaving, you must hand over to your manager all articles belonging to [Company Name], including your ID badge and any documents, equipment and computer software used at home. Documents and software include (but are not limited to) correspondence, diaries, address books, databases, files, reports, plans, records or any other medium for storing information. You should not retain any copies, drafts, reproductions, extracts or summaries of documents and software.
After you have left the Company, you must not:
- Solicit or seek to entice away any Company staff.
- Use or divulge to any person or organisation any confidential information relating to the business of [Company].
Should your employment be terminated following disciplinary action it is likely you will receive payment in lieu of notice. However, as there are numerous reasons as to why someone is dismissed, payment in lieu of notice will be reviewed on an individual basis taking into consideration the reasons behind the dismissal.
Should you be dismissed for reasons of gross misconduct, your employment will be terminated immediately without the benefit of notice or payment in lieu of notice.
This policy [does not] form[s] part of your terms and conditions of employment.
Version: [1.0]
Issue date: [date]
Author: [name, job title]
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