An unfortunate, but unavoidable part of the employment lifecycle is termination. When a person is hired no one is expecting the situation will end in a termination; however, it is a reality that must sometimes be faced. Ending the employment relationship is one of the most stressful aspects of human resources. It can be fraught with legal minefields, not the least of which is the termination letter. Despite the best intentions to terminate an employee in accordance with legislation and in the fairest way possible, the termination letter can open an employer up to many legal issues if not done correctly.
It’s 4:58 on a Friday afternoon, and your star employee enters your office to tell you she won’t be in on Monday. She explains that she won’t be back on Tuesday, or ever again—that this is in fact her resignation, effective immediately. But what can you do? Although your employees have considerable power to control how and when they leave your organization, there are some best practices—and in some cases legal requirements—they must uphold.