Don't lose crucial data along with the employees that have to go

May 2009
People Management;5/21/2009, Vol. 15 Issue 11, p36
The article offers tips to employers on preventing dismissed employees from taking confidential information with them when they leave. Employment contracts need to be checked to establish what duties of confidentiality and protections exist post-termination before formally notifying the affected employees of the redundancies. Firms should establish an exit management policy to allow managers to protect client information.


Related Articles

  • Protect Data During Layoffs. Roberts, Bill // HR Magazine;Jul2009, Vol. 54 Issue 7, p59 

    The article offers tips to companies on preventing data theft by laid-off employees. When Susquehanna Bancshares Inc. employees are given notice about being laid off, software alerts are turned on that signal network administrators if an employee is engaging in any unusual data download...

  • FDIC Swinging Ax Again: 300 Jobs. Bergman, Hannah // American Banker;3/15/2005, Vol. 170 Issue 50, p20 

    Reports that the Federal Deposit Insurance Corp. took the next step in its long expected round of layoffs, announcing that about 300 people could lose their jobs by Fall. Reference to the fact that the FDIC sent an e-mail to employees, on March 4, listing the positions that are likely to be...

  • Disagreement over severance. Meyer, Bruce // Rubber & Plastics News;11/15/2004, Vol. 34 Issue 8, p3 

    No abstract available.

  • Hong Kong and Chinese Employment Law Update.  // Venulex Legal Summaries;2009 Q1, following p15 

    The article discusses the employment law in Hong Kong and in the People's Republic of China (PRC). It notes that both jurisdictions have similarities in terms of requirements for written labor contract. Under the Labor Contract Law in China, it is stated that a firm must be at the edge of...

  • TERMINATION CLAUSES IN EMPLOYMENT CONTRACTS. Mackillop, Malcolm; Nieuwland, Hendrik // HR Professional;May/Jun2011, Vol. 28 Issue 4, p19 

    The article explores the implication of a termination clause in an employment contract. It discusses how a termination clause provides employers with certainty with regards to the costs of downsizing. It highlights the decision of the Ontario Court of Appeal on the case of Clarke v. Insight...

  • Keeping information in-house by debriefing employees.  // Management Review;Jul83, Vol. 72 Issue 7, p5 

    Reports on the need for a company to design a corporate debriefing program for departing employees in order to keep in-house information in-house. Handling of the programs ad hoc by supervisors; Procedures in the debriefing process.

  • Exploring the consequences of workforce reduction. Wagar, Terry H. // Canadian Journal of Administrative Sciences (Canadian Journal of;Dec98, Vol. 15 Issue 4, p300 

    Examines the relationship between permanent workforce reduction and three sets of outcomes. Impact of downsizing on the survivors; Consequences of downsizing; High-involvement workplace strategy; Conclusion.

  • Lessons learned. Nelson, Debra L.; Burke, Ronald J. // Canadian Journal of Administrative Sciences (Canadian Journal of;Dec98, Vol. 15 Issue 4, p372 

    Presents lessons learned about downsizing. Reason organizations downsize; Advantages of downsizing; Effectiveness of downsizing; Guidelines for future downsizing efforts; Factors to improve in downsizing; Conclusion.

  • Surviving corporate downsizing talk. Sherman, Lynn // Bond Buyer;04/22/99, Vol. 328 Issue 30625, p31 

    Focuses on how to survive a corporate downsizing. Handling of responsibilities of departing co-workers.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics