The Departure Toolkit outlines best practices for managing resignations, layoffs and terminations with or without cause. It encourages clear documentation, compliance with employment laws and thoughtful communication with both departing and remaining employees. Resources included aim to protect the organization while preserving employee dignity and workplace trust.
Employee departures, whether voluntary, involuntary or due to layoffs, can significantly impact team morale and operations, making it essential to manage them thoughtfully to minimize disruption. These situations may arise from career changes, performance concerns or organizational challenges.
This document outlines best practices for managing voluntary employee resignations, emphasizing the importance of handling departures professionally and positively. It recommends documenting resignations, conducting exit interviews and finalizing pay and benefits promptly to maintain goodwill and reduce business disruption.
This document provides guidance on involuntary termination, emphasizing the importance of treating employees with dignity while ensuring compliance with legal obligations. It encourages employers to seek legal advice, document decisions carefully and approach dismissals with fairness to reduce the risk of legal challenges and protect business interests.
This document outlines ten key dos and don’ts for planning employee dismissals, offering practical and legal guidance to help employers avoid costly mistakes. It emphasizes the importance of proper documentation, reviewing contracts, respecting employee rights and seeking legal advice to ensure a fair and compliant termination process.
This document outlines best practices for employee terminations, focusing on planning, compassion and clear communication to support a respectful transition. It emphasizes customizing the process to reflect company values and individual needs, helping protect organizational reputation and maintain morale among remaining staff.
This document explains the difference between termination with just cause and without cause, outlining legal requirements under the Saskatchewan Employment Act. It emphasizes the importance of documentation for just cause and details notice periods, pay entitlements and procedural steps for lawful and fair dismissal without cause.
This document outlines the legal standards for dismissing employees with just cause, emphasizing the importance of consistent, documented performance management. To support a lawful termination, employers must provide clear expectations, regular feedback and opportunities to improve through structured performance improvement plans.
The termination checklist helps ensure all administrative, technical and logistical tasks are completed when an employee leaves the organization. It includes sections for recovering company property, ending benefits and system access and completing final pay and documentation to support a smooth and compliant offboarding process.
This offboarding toolkit covers key steps for managing employee departures, including legal guidance and communication tips. It also provides templates like checklists, exit interviews and recommendation letters to support a smooth and respectful process.
The exit interview template provides a structured approach to gathering feedback from departing employees, helping organizations understand their strengths and identify areas for improvement. It includes open-ended questions and a rating scale to assess the employee experience, training, management and workplace culture.
A letter of recommendation confirms a former employee’s role, highlights their contributions and achievements, and endorses them for future opportunities. It serves as a professional reference, providing insight into the individual’s skills, experience, and character.
