Do you know these seven rules around employee resignations?
So, one of your employees has 'resigned'. What now?
Resignation is the termination of employment by the employee. In other words, it demonstrates her intentions to leave your company.
Now, when it comes to resignation, there are seven important rules for you to understand when it comes to resignation.
The notice of resignation must be unequivocal. In other words, the notice must show CLEARLY that the employee intends to resign.
Once an employee states his intention to resign
, she can't take it back. This is unless you agree.
Make sure your policies, forms and contracts are legally correct every time
Can you answer these questions?
Does your chairman cover all the necessary points when chairing a disciplinary hearing?
Are your employment contracts up-to-date and do they include the minimum law requirements?
Do you have all the relevant documentation to win your case if a dispute arises with an employee?
Have you given all your past employees a certificate of service?
Resignation by the employee is unilateral. In other words, it doesn't require your acceptance.
The date of the notice isn't the termination of the contract. The end of the notice period is. This is unless you waive the notice period.
If the employee doesn't work out her notice period, you don't have to pay her. Work equals pay.
If the employee gives late or short notice, that's a breach of contract.
If you choose to hold the employee to the contract, then it will only terminate at the end of the notice period.
So, there were seven rules to keep in mind when it comes to resignations.
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