Employment history

Employment history records a lifecycle event with an effective date, reason, prior and new position, prior and new manager and salary values where relevant. Termination is an event type value. HR Business Partner can enter the event, and the linked employee record keeps the current status and termination date.

A departing employee may have a current record, a dated employment change, an exit checklist and a payroll statement. Review the links between those records before treating one status as the whole answer. The manager and HR Business Partner should be able to identify the next owner from the assigned task and its due date.

• Person. Keep the employee identifier and current manager with the departure record so the work is attached to the right worker.
• Date. Use the effective event date and task due dates to distinguish future work from overdue work.
• Result. Record the status and supporting evidence on the record where the work occurred.

Agree who approves a departure decision and who records the dated event. Choose the required reason from the available values: Voluntary, Involuntary, Retirement or Redundancy when one applies. Preserve the effective date and recorded-by employee reference. Changes to pay or position need the same care as the exit event.

For the pilot, choose an employee with a normal departure and one with a change close to the payroll cutoff. Decide who reviews each case and where an exception will be recorded. The team should use the exact same owner for a task in the app and in its operating procedure.

For a person who moved teams and later leaves, inspect both events in order. Check that the termination event belongs to the correct employee and uses the agreed effective date. Compare the employee termination date with the event and the exit checklist. Resolve discrepancies before the final pay review.

Ask the next owner to open the record without relying on a separate message. They should see the relevant employee, dates, current status and who completed or still owns the work. If they cannot make the next decision from those records, improve the task description or review rule before expanding use.

• Employment changes — Open the relevant records and review the current result.
• Former employees — Open the relevant records and review the current result.

See employee departure, payroll review and implementation for the handoffs around this module.