Employees moving on - How to safe guard your business.

Posted by Luke Mitchell on 21 May 2015

Employees move on.  It’s a fact of life and business.  Not all employees leave because they are dissatisfied with an employer or their role.  However, how do you counter possible damage from a disgruntled employee?  Are there procedures in place in your organisation which protect your business and will limit damage should an ex-employee decide to engage in sabotage just because they feel they can. 

Over the life of an individual’s employment within a firm, numerous pieces of information are passed to an employee, including: 

  1. Individual PC logon passwords;
  2. Terminal system logon or passwords;
  3. Data Security procedures and passwords;
  4. Security passes, keys and ID for entering buildings or sensitive areas;
  5. Access to company credit cards and banking details;
  6. Access to pricing schedules;  and
  7. Access to the customer data base. 

A disgruntled employee can cause serious damage. It is vital that a thorough examination of the employees role and the necessary steps which need to be taken to “shut down” their role is carried out prior to them leaving.  If necessary, passwords and logon details should be changed and disabled.  Access to any data base housing pricing or customer details should also be denied and discussions had as to where the employee is going and the effect of any non-compete, non-disclosure or non-disparagement clauses that form part of the employee’s employment contract.  This should be reviewed with the employee in an exit interview and care taken to ensure that if the employee is going to a competitor, no files or sensitive information will leave with them.

Carefully drafted restraint and confidentiality clauses are a vital tool in protecting your confidential information.  Don’t let vital company information slip away with departing employees.