Separation is the last topic for our veteran employee lifecycle topic this week. Employees leave companies either to go elsewhere or retire, or they are terminated by the company. So how do we go about doing that with veteran employees? Here are a few tips.
- In the case of a veteran employee leaving voluntarily (for any reason), I recommend getting feedback from that employee as soon as you know they are thinking about it or they have submitted their notice to resign or retire. Have a talk about what the company could do differently to retain them. It may be they are underemployed, needing some work flexibility or ready to move into a position of responsibility. All is not a lost cause right away – communicate!
- If the veteran is absolutely sure they are leaving, then a full separation or exit interview needs to be completed. All employees should receive this of course, but ensure your veterans know their feedback is important to you and the success of future #veteran employees at the company.
- Last and definitely not least, before you terminate a veteran employee, make sure they are not in a protected class as they may require certain protocol. The Office of Federal Contract Compliance Programs (OFCCP) provides protection for veteran employees engaged in working with the Federal Government and the Uniformed Services Employment and Reemployment Rights Act (USERRA) protects unlawful prejudice or termination of employees in the Guard or Reserve.
At the end of the day, if we treat all employees, #veterans included, with respect as they leave a company, ensuring they have tools for future success, you can maintain a positive culture for both current and future #veteran employees. Please share your comments or questions here or reach out to me at email@example.com.