CDT Exit Process Pol

Subject: Region/Country: US
Effective Date: January 1, 2017

Exit Process Policy
Supersedes:
Dated:
Scope
Conduent Business Services, LLC and its subsidiaries provide this policy as a guide for employees. This policy applies
to all employees of Conduent Business Services, LLC and its subsidiaries who are based in the Region/Country
identified above and any reference hereafter to Conduent is a reference to Conduent Business Services, LLC and its
subsidiaries.
Summary
This policy describes how the exit process is to be followed upon termination of an employee (voluntary or involuntary).
Policy
I. General
Conduent adheres to the exit process for voluntary and involuntary termination as defined in this policy. Managers
are required to recover all Company property in the employee’s possession before the termination date. During
the process and despite the circumstances, all employees are to be treated with respect and dignity.
II. Termination Classification
Each termination should be handled promptly and carefully. There are two types of employee terminations:
voluntary and involuntary.
A. Voluntary Termination
Generally, two weeks’ notice is desired for voluntary termination or resignation. This gives the manager
time to accomplish the following:
i. Process termination paperwork
ii. Create a transition strategy to ensure the management of products and services for which the
exiting employee was responsible
B. Involuntary Termination
Whenever possible, termination due to poor performance, misconduct, or conduct problems should be well
planned. Allow time to accomplish the following
i. Complete termination paperwork and make sure a final check is issued timely in accordance
with state or local law
ii. Create a transition strategy in advance to ensure continued productivity
iii. Recover all property in the employee’s possession
Conduent Internal Use Only

CONDUENT GLOBAL ETHICS HELPLINE www.conduent.com/ethicshelpline or 844-330-0221
Conduent Ethics and Compliance Program Internet Site: www.conduent.com/ethics Page 1 of 3
Exit Process Policy
Supersedes:
Dated:
III. Final Payroll and Benefits
Manager and employee should meet on the last day of the employee’s employment. This meeting is held in
private and the manager should answer any questions the employee has regarding termination at this time.
• The manager should inform the employee that COBRA paperwork will be sent to the employee’s last given
address within fourteen days.
• Employee questions regarding wages and benefits should be referred to Payroll or the Benefits
Departments.
IV. Termination Notification
Whenever an employee is terminated, the manager must create a termination transaction in GMSS.
V. Documentation – Voluntary Termination
A copy of the employee’s resignation should be obtained and emailed to [email protected]. This
can be a hard copy letter of resignation or an email communication.
VI. Involuntary Termination
Contact Human Resources before notifying the employee of termination to validate that all documentation is in
order. Be sure to follow all recommendations; Conduent could be at risk if all procedures are not followed
correctly.
VII. Retirement or Death
In the event of an employee’s retirement or death, management should call the Human Resources Department to
validate the employee’s benefits are properly handled.
Responsibilities
Managers are responsible for implementing the exit process. Under the terms of this policy, the immediate manager or
supervisor must:
• Treat each employee with respect and dignity, despite the circumstances of termination
• Recover all property belonging to Conduent
• Cancel all passwords, security codes or facility access including any client specific access
• Ensure that the employee does not owe Conduent any money
Exit Process Policy
Supersedes:
Dated:
Exceptions
Within the boundaries of each policy there may be ‘allowable’ exceptions, and where this is the case the policy owner
(e.g. Global Leader, Compensation for the Compensation Policy) will oversee and grant the exception subject to
approval of the Chief Human Resource Officer.
Without the necessary approvals, no exceptions may be made to the existing HR policy nor granted to specific
individuals. Any other exception would be classified as unauthorized and would be considered a policy violation.
Where a policy exception is made without the appropriate approvals disciplinary action, up to and including termination
may be taken against the employee(s) who authorized the exception.


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Subject: Region/Country: US

Effective Date: January 1, 2017

II. Termination Classification

i. Process termination paperwork

ii. Create a transition strategy in advance to ensure continued productivity

iii. Recover all property in the employee’s possession

Conduent Internal Use Only

III. Final Payroll and Benefits

IV. Termination Notification

V. Documentation – Voluntary Termination

VI. Involuntary Termination

VII. Retirement or Death

• Recover all property belonging to Conduent

Conduent Internal Use Only

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