![]() Thank you for your contribution to our company over the past two years, and I wish you well as you move forward and excel in your career. ![]() You will be relieved of your duties on that day, and I will appreciate your cooperation over the next two weeks in reassigning your current workload and helping with the job posting. 15 will be your last day with our company. Laura, I have accepted your verbal resignation today, Jan. A simple e-mail or note might read something like this: On the other hand, if an employee refuses to resign in writing and you suspect she may change her mind or otherwise appear to be playing games, you have every right to confirm her verbal resignation in writing. In such cases, the extra two weeks of pay function as insurance to ward off any potential wrongful termination claims." Further, sending resigning employees home the same day without paying them through their notice period could be viewed as a wrongful termination if your employee handbook states that you expect all terminating employees to provide your company with two weeks' notice. "However, in those circumstances," said Jeff Nowak, employment attorney and shareholder at Littler in Chicago, "it will likely make more sense for you to pay out the two-week notice period." Consider it a cheap insurance policy because if you, rather than the employee, determine the date that the worker is to leave your company, "you may have inadvertently transformed the resignation into a discharge and the individual may be entitled to unemployment insurance benefits. This happens often with salespeople, especially when they're going to a competitor. If you're in a situation where you'd rather send the employee home the day she gives notice rather than in two weeks, you have every right to do so. Sending the Employee Home on the Day Notice Is Given She'll be free to leave at that time and will be compensated for her work through that end date. "As for the individual who graciously offers 90 days' notice, simply thank her for the generous offer of three months, but let her know that you plan on following the company's policy and past practice of accepting two weeks' notice," Falcone said. ![]() Pull out the calendar and determine together an appropriate end date that suits your needs. "After all, you're not obligated to employ an unexceptional worker who's buying time by remaining employed while she's waiting to get married, finish a bachelor's degree or any other personal obligation she may have." Call the individual into your office and tell her that setting a specific date will help you plan for a successful transition. "Once an employee places you on notice of her intention to leave the organization, you have a legitimate business need to question her exit plan and confirm timelines," said Richard Falcone, employment attorney and shareholder at Littler in Irvine, Calif. Are you obligated to keep her through her wedding date? Likewise, someone may walk into your office and tender notice 90 days from now (which just happens to coincide with the date she's getting married). She can't just walk in and tell you she's leaving without telling you when. Let's address these not-so-uncommon scenarios.įailure to Commit to a Firm Separation Dateįirst, if someone refuses to commit to a final separation date, that's not OK. ![]() Granted, usually there's little more to do than thank the person for their service and prepare your strategy for backfilling the position and distributing the individual's work to the remaining team members until a replacement can be identified.īut what if an employee who has had ongoing conduct problems quits but refuses to provide a final termination date? What if she offers verbal notice but she's done this before, and now you're afraid she's going to change her mind again within the two-week notice period? Would you rather the employee leave immediately rather than in two weeks?Īs you can see, the exit process can get a bit hairy depending on the circumstances. Employees give notice all the time, right? There's not much to it: They walk in, hand over a letter of resignation, and offer two weeks of continued service out of courtesy and tradition so that you have some lead time to find a replacement.
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