Exit Interview form A
Exit Interview Form B
Should be given to all departing employees. They can give you very valuable information
that you would not have access to any other way. Do not assume that someone being
involuntarily terminated will give misleading information because they are bitter
or that someone terminating voluntarily is leaving for a higher salary. Employees
will be forthright in exit interviews in a way that they cannot be while they are
concerned about keeping their jobs.
In addition to collecting general information about the parish, sitting down one-on-one
with a departing employee gives you a specific opportunity to collect important
information and parish-owned items such as forwarding addresses, keys, files, credit
cards, laptop computers, cell phones or reference information preferences, ensuring
that they do not get lost in what can often be strong emotions surrounding
On July 24, 2005 Washington joined the nearly 80% of states that have statutes protecting
employers from liability for giving references. Employers that disclose information
about former or current employees to prospective employers or employment agencies
will be presumed to have acted in good faith, and will be immune from liability
for such disclosures as long as the reference was not unsolicited and the information
given was related to the employee's job ability, job performance, or job duties.
Employers will not be protected for knowingly disclosing false and/or misleading
information. We recommend the following procedures when giving out references on
- Have the personnel file in front of you so that factual questions, as well as
those regarding your personal opinion, can be answered accurately and you can
confirm that the documentation on file will back up what you have said.
- Be sure the information you give out is job-related and performance-specific.
- Ask yourself if the information you are disclosing is something the
potential employer needs to know.
- Keep a record of the reference for at least two years.