Employee terminations - IT support - Mark Minasi's Tech Forum

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DennisMCSE

Senior Member
Registered:1451623596
Posts: 165

Posted 1502827882	Reply with quote #1

When someone is terminated, what is IT's responsibility? Should IT be in the termination meeting? For things like returning IT equipment (such as computers, cell phones, tablets, etc.) should IT be there to collect the devices? Or is that strictly an HR responsibility? Things like iPhones, if not logged out of correctly (such as turning Find my iPhone off) resetting the iPhone to factory settings so that it can be deployed to someone else is a pain. But is it IT's responsibility to make sure that that is handled in an exit interview for an employee?
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wobble_wobble

Associate Troublemaker Apprentice
Registered:1451575798
Posts: 883

Posted 1502868603	Reply with quote #2

Been involved in drawing up the policy and protocol, but i'd leave it ax a HR meeting. You don't want to be at some of the more emotional meetings. __________________ Have you tried turning it off and walking away? The next person can fix it! New to the forum? Read this
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donoli

Senior Member
Registered:1454887308
Posts: 598

Posted 1502890519	Reply with quote #3

It is strictly a management/HR (I still prefer the name personnel dept.) problem. However, if an IT person refuses to be there if asked, he or she could lose the job as well since they are "at will" jobs.
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Phil-n-JaxFL

Grumpy Old Men
Registered:1451933769
Posts: 87

Posted 1502961690	Reply with quote #4

I agree with the two comments before me...this is an HR function...IT's only involvement should be to pick up the equipment during or after the firing. __________________ Phil
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cspanburgh

Senior Member
Registered:1451586584
Posts: 233

Posted 1502981723	Reply with quote #5

I do think IT should be informed. The other employees deserve to have their jobs protected. I caught a soon to be gone employee stealing List of Leads and client contacts so he could steal clients from the company he was getting fired from. In short, he stole clients from the company and gave them to his new employer. I loved the email subject he chose when he sent these to another email account. It was "Save these for sure". I checked with the government agency and found out it was a major computer crime to do this. I gave all this to management. But the Government agency told me it was up to management to press the issue. So IT should be informed in order for them to monitor the activities of the person who might or might not be let go. It's sad to have to be like that. I don't have to do that work anymore. But I have had to do several moves like this on several major projects. We are dealing with way more than the Joke of the day. We are dealing with people's means of making a living. And from experience HR seldom has a clue to how things are. __________________ Curt Spanburgh
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ldigioia

Still Checking the Forum Out
Registered:1451954553
Posts: 9

Posted 1503394301	Reply with quote #6

I am required to provide evidence of disabling accounts as soon as they walk out the door, therefore HR is responsible to provide me with a timely notice of termination. SOX auditors would be very upset at the end of the year if I could not provide this for the sample list of associates they give me. __________________ -- "The art of being wise is the art of knowing what to overlook." William James
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donoli

Senior Member
Registered:1454887308
Posts: 598

Posted 1503612185 · Edited	Reply with quote #7

Is it common practice that the notice of termination from HR is in writing?
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