“Resignation: Best Practices for Employers”

David Witkowski at Rubin Thomlinson LLP writes about best practices when an employment is terminated by way of employee resignation.

His list includes practices such as

  • Confirming the resignation in writing “to confirm that the employee is the one ending the employment relationship”;
  • Checking the employment agreement for waiver of notice of resignation to ensure that the notice period provided by the employee is valid under the agreement;
  • Reminding the employee of post-employment obligations such as confidentiality requirements; and
  • Managing customers, clients, employees and continuing business process in order to ensure a smooth transition.

Witkowski’s post is concise and provides an excellent overview of things that you will want to take into consideration.  As Witkowski notes,

“While the best approach may vary in different organizations, after receiving notice of resignation, the employer needs to consider how it will ensure protection of its interests and continuity of its business processes at a high quality level.”

Because of the importance of protecting your interests as an employer, it is always valuable to seek legal advice when drafting employment agreements or human resources policies in order to ensure that you have processes in place that meet the needs of the employer and employee and protect the employer from legal action.

This post is done by Camberwell House for informational, discussion and educational purposes only. It is NOT to provide specific legal advice and does not do so.   The older the post is, the higher the risk that the information in it is incorrect: Camberwell does not delete older posts.  There is no lawyer-client relationship between you and Camberwell House and you should seek your own lawyer and obtain legal advice tailored to your circumstances. 

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