2 Week Final Review for Reg While Working Full Time

It's 4:30 on a Friday afternoon and one of your employees knocks on your door asking to come up in. They're avoiding eye contact, they're antsy, nervous… This tin can't exist good news. You imagine accidentally shredded payroll reports, stolen laptops full of patient information, or something equally catastrophic. Simply when the employee tells you what's going on, it'due south the concluding affair you expected: They're putting in their 2 weeks' detect. Now what do you lot do?

Before you lot can decide, you'll need to know what your options are. In any "at-will" employment arrangement, you lot can permit an employee go at any time for any reason that's not unlawful (although at that place are factors you lot should consider first), and the employee can as well quit at any time, with notice or not. At-volition employment is the constabulary of the land in 49 of 50 states, so nosotros'll assume your employee in question is probably at-volition—unless you've done something to alter that condition, which we'll hash out a scrap later.

In most cases, you lot can practise 1 of 3 things when an employee tells you they're going to quit:

1. Let the employee end out their time.
2. Transport the employee home immediately.
3. Transport the employee abode immediately, but continue paying them until their original quit date.

This is a determination y'all'll often need to make correct there on the spot, and then information technology helps to know the pros and cons of each option beforehand.

Protect your do by documenting employee transitions. Download CEDR's Free Voluntary Resignation Form!

Note:

Regardless of how y'all choose to handle the state of affairs, it's critical to document this equally a resignation to help avoid whatsoever future questions about this employee'south deviation.

Enquire the employee to provide you lot with a resignation letter, or ask them to fill up out a Voluntary Resignation class. If they don't exercise this, you lot should provide them with a alphabetic character that confirms your acceptance of their resignation.

If y'all cull to let the employee become before their intended resignation date (Choice 2 or 3 below), you tin can also use this alphabetic character to inform them in writing that you are accepting their resignation immediately.

Getting this documented correctly is important, and there may be additional state law requirements. If this situation comes up for yous, we invite you to contact the CEDR Solution Center for assistance.

Choice #ane: Permit the employee end out their fourth dimension.

If you take a great human relationship with the employee and there are no difficult feelings over their quitting, having them keep working for a few weeks could be a godsend. You'll have time to prepare, and the employee tin aid railroad train their replacement and requite a detailed caption of their status on whatever projects, including advice on how to move them forward.

That fourth dimension can exist a double-edged sword, however. Continue in heed that even the Best employees are liable to start "phoning it in" to some extent as they get closer and closer to their terminal day, so you might not exist getting the same high-quality performance out of your employee during their terminal few weeks. Mentally, they're already moving on.

Simply if y'all truly feel that your presentlyhoped-for-one-time employee tin perform well during their final weeks at your practice, letting them stay and ease the transition is a viable option.

Option #2: Send the employee home immediately.

An employee who is working on borrowed time and no longer committed to your practice is a variable you tin can't fully command, so you may feel that just removing them is the safer pick. Once again, you aren't required to let an at-will employee remain at their job for any length of time, whether they gave 2 days' notice or ii weeks'.

The biggest downside to letting the employee go correct away is obvious: You'll now accept an unstaffed position before you've been able to brand plans to fill it. This is going to cause some stress among your staff, and you are likely to see office morale take a hit, at to the lowest degree in the short-term.

Then there's the question of unemployment benefits. By asking an employee who gave notice to exit right away, you lot may, in rare circumstances, adventure accidentally transforming a voluntary quit into an involuntary termination (without crusade). In some states, the employee may be able to claim unemployment for those 2 weeks. However, generally, as long as the notice was two weeks or less, this will not trigger unemployment benefit eligibility.  Non paying wages in exchange for the courtesy of giving the standard ii weeks' find, notwithstanding, may encourage other employees not to give you whatsoever discover next time.

Option #three: Send the employee home immediately, but pay out the two weeks.

This is sometimes your best option if you don't want the employee to finish out their time. Maybe you know they've been dissatisfied for a while and you lot just don't trust them to care well-nigh this job at present that they have another one. This option may avoid further discontent: you lot're paying out their time, while also limiting your gamble.

You lot should also consider whether you accept in whatever manner altered the at-will condition of your employment relationship with this employee, whether intentionally or unintentionally, as that could change your obligations. If yous have an employment contract in identify, you may have limited options.

Even without an employment contract, you should check your employee handbook for ways y'all might accept inadvertently changed the employee'south at-volition status. Practice you state anywhere that notice before quitting is required for any reason? Unless you lot have very careful at-volition disclaimers in place—which you should—policies like this are oft viewed as an unsaid guarantee of employment for the length of that notice, which can too cause a loss of at-will status.

What'south the final word on that final two weeks?

If you lot similar option 2 or 3 best, double-checking on at-will status before sending an employee on their way with their find paid out is critically important. If you permit go of someone who is non at-volition, even just ii weeks early, you could stop up dealing with a wrongful termination complaint.

And ane last caution—as ever, be sure to treat similarly situated employees in consistent ways. Choosing an early credence of resignation from simply your meaning employee (or only your black employee, or only an employee who recently requested a medical accommodation, to name merely a few variations) when you lot've never done this before could be problematic, and it may even expose you to a discrimination claim.

Friendly Disclaimer: This data is general in nature and is not intended to provide legal advice or supervene upon individual guidance most a specific issue with an chaser or Hr expert. The data on this folio is full general homo resource guidance that is believed to exist current as of the date of publication. Note that CEDR is not a constabulary firm, and as the police force is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision almost whatever human resources or employment law matter.

underhillpufuldin.blogspot.com

Source: https://www.cedrsolutions.com/how-to-handle-an-employee-giving-2-weeks-notice/

Share this post