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[C.Ann]

.............................................

 

[LadyyRedd]

If they won't provide someone to help her since she can't lift or they won't allow a non-employee to help her, I would tell her to contact the police and have a police officer go with her.

Kimya

 

[ScorpioJeni]

For my employer the exit interview process is a time for the employee to air any grivences about their employment. She should go and make it a point to let them know how unfairly she was treated.

 

[mking624]

Depending on the company, exit interviews can be a way to provide feedback to the corporate office. They are not required, however. At my last job, the manager was doing a lot of inethical stuff. A few of us left and he asked us to do exit interviews. We provided VERY honest feedback about what was going on. We were afraid that once we gave the form back, he would throw it out once he read it, so we actually faxed it in directly to the corporate office ourselves before turning it in. Oh, and we filed formal complaints against him too.

 

[MareQ]

It's usually done to discuss final details like disposition of any 401(k) funds, end date of benefits, payout of any accrued and unused vacation days etc.

As for cleaning out her office - tell her to get a letter from her Doctor stating that she is on restricted activity and is unable physically to do that at this time without assistance and that she would either need extra time to heal to do it herself, assistance from a staff member or permission to bring help with her. Make a cover letter indicating that as per the enclosed letter from her Doctor blah blah blah and make sure she copies her attorney and notes on the letter that an attorney was copied, then send it via certified mail and wait and see.

 

[ducklite]

When I left my last job the exit interview gave me information about my choices in terms of my 401K, pension, COBRA, etc. They also asked why i was leaving, and I took the opportunity to make HR aware of some things that were going on in the department--particularly two people who were creating a very toxic environment, one of them an upper level manager. He resignedafter given the opportunity to resign or be fired shortly after, she was moved to a department with a manager who was not going to put up with an once of her crap and is currently on probation for pulling some of the same stuff as she was pulling when she and I were co-workers.

I say go to the interview, if nothing else she'll feel better when she leaves.

Anne

 

[mommasita]

I honestly have never heard of this. Common courtesy should DEFINITELY come into play here..

I feel really badly for everything she has been through.

Great idea about bringing an escort as well..Police officer..I would type up a formal letter stating the facts, and have them sign it..

I sure hope things change for her

 

[lindakmonty]

our company only gives exit interviews to those who they know will only give GREAT feedback to send back to corporate heaven forbid they find out the truth! I think I would consider calling my attorney as well considering they are aware of her condition (not able to lift) and making the situation more difficult for her. That is just ridiculous! as if your poor dd doesn't have enough to worry about thanks to them What jerks! Your dd deserves to go somewhere much better anyway! I hope the police or a call from an attorney will change their attitude! Good luck!

 

[pjb_hockey_mom]

If they insist on doing one, it can be done over the phone. They can fedex her the documentation that needs to be signed and completed and she can mail it back with any badges, creditcards, etc. she might have. She's already been terminated, I'm not quite sure what else they want from her.

It also doesn't necessarily have to be done with her manager, many times HR will step in and do it.

And as far as her office contents...does she have a friend/coworker who would be willing to pack up her personal things? Maybe stay late so the friend doesn't get in trouble for doing it during "working hours"......

 

[UrsulasMyHero]

Wow, they terminated your daughter after surgery? Was she covered by FMLA? She may have some legal rights here that she's unaware of.

I'm sorry that she's going thru this. I wish her speed in healing.

 

[LindaM]

In the company I work for, the HR Manager is the one who does the exit review. This gives the employee a chance to give feed back postive or negative about the company and their supervisors. We have had instances that Supervisors have had to go on communication and Manager training courses because of what has been said on the exit review. For the way your DD ex-employer is treating her, I would tell her to have the interview and be honest. Also have her get copies of the interview. Now if it was me that had surgery and had to get my belongings and noone is allowed to help me...I would solve that with a nice red wagon with dirty wheels that I would pull into the office and load my things on

 

[rt2dz]

An exit interview is usually conducted on HR and regards the company and its employees. It is also then that 401Ks, vacation pay, serverance, cobra, etc are discussed.

If your DD was fired for a medical reason, she probably has legal recourse. That is against the law, especially if her employer has 50+ employees. If she doesn't have a lawyer, I'd talk to one. There are many free resources available to her if it is a 50+ employee employer. Try your state's Department of Labor.

As far as cleaning out her offices, I'd send notorized copies of her medical condition limiting it and saying what help she would like (someone to help). I'd get a lawyer on that too if they refuse to allow her help. Couldn't someone box her stuff that she knows/is friendly with that works there and carry it to the front door for you to pick up?

 

[mking624]

Wow, they terminated your daughter after surgery? Was she covered by FMLA? She may have some legal rights here that she's unaware of.

I'm sorry that she's going thru this. I wish her speed in healing.

From what has been stated in the original thread, her DD's FMLA ran out the same day as her surgery.

Which actually makes me wonder...was that day the last day of her FMLA? Or was that the first day she was no longer on FMLA? If it was the last day of her FMLA coverage, I would assume that a termination can not be effective on that day.

 

[MareQ]

OP has already noted on another thread that her DD was let go on her last day of leave, which was also the date of her DD's surgery. Since she was not able to go back to work when her leave was up - the company let her go. It stinks but it's not illegal.

 

[mking624]

OP has already noted on another thread that her DD was let go on her last day of leave, which was also the date of her DD's surgery. Since she was not able to go back to work when her leave was up - the company let her go. It stinks but it's not illegal.

Oh I know that it's not illegal to let someone go once it's up and they're not back at work, but she stated the termination was effective that day...which I thought couldn't happen if FMLA was still in effect (even if it's the last day of it). Of course they could just get around it by making it effective the very next day. I hate companies sometimes.

 

[LuvDuke]

The purpose is to pick the employees brain and see if there's any complaints that might lead to a law suit. Any information regarding 401K's or benefits can easily be given via a letter or a handbook. That's my opinion and I'm sticking to it.

 

[LadyShiva]

The purpose is to pick the employees brain and see if there's any complaints that might lead to a law suit. Any information regarding 401K's or benefits can easily be given via a letter or a handbook. That's my opinion and I'm sticking to it.

I second this. HR works for the company, not the employees.

Brandie

 

[C.Ann]

.....................

 

[ducklite]

I second this. HR works for the company, not the employees.

Brandie

TRue, but at least in my case the company was a very large one, and HR did the exit interview. Appropriate actions were taken so they didn't lose other employees over the same issues that I left over (there were three others about ready to quit if things didn't change) and to protect the employer from risk of lawsuit. I *might* have had a case based on another issue which had already been reported to HR and to a degree dealt with, and they wanted my feelings on that as well.

Anne

 

[rie'smom]

A 2 word interview: BITE ME
I cannot believe the gaul of that company.