It is a good policy to conduct exit interviews with all terminating employees, regardless of their reasons for leaving. The exit interview provides an employer with the opportunity to learn about problems that may exist in the company. Ascertaining why an individual has resigned can often provide information that the company can put to constructive use. For example, an employee resigning for reasons relating to compensation may lead an employer to discover that its compensation system is not competitive in some respects, while an employee resigning as a result of poor supervision may help uncover weak links in the management chain. Finally, exit interviews can be a forum to remind employees of any restrictive covenants, confidentiality agreements, and so forth, that may be applicable to them after termination.
Acceleration clauses are generally permissible.
In such instances, the employee will be paid only until his or her last day of active employment. Employers adopting an acceleration clause and wishing to pay employees only through the employee's last date of active employment should check with their employment law counsel before implementing such a policy. Indeed, state law may require employees to be paid through and including the date stated in their letter of resignation, even though the company may have accelerated their effective date of termination. Some employers implement acceleration clauses but pay employees up until the date set forth in the letter of resignation, or for a designated period.