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Policies for Employee Resignations

A common question that some employers have is once an employee resigns and if they leave under less than ideal circumstances, can you request that current employees not socialize with them?

While you can’t ask employees not to socialize with former employees, it is a good idea to institute some policies that pertain to employee resignations.

  1. Guest Policy – A good general policy for businesses, work environments require some structure. Consider implementing a policy about guests visiting. This can include friends, family and former employees.
  2. Avoid Choosing Sides – Whether an employee leaves involuntarily or voluntarily, they can still maintain friendships within the company. Take the high road and don’t make employees choose between their jobs and the company and a former co-worker. Employees need to be treated as adults and held accountable for maintaining a professional behavior.
  3. Follow-Up – If an employee doesn’t show up or call, try reaching out. While you can interpret this as a resignation, they could have also been involved in an accident or had an emergency arise.
  4. Well Wishing – If an employee resigns, always wish them well. Even if the employee had a terrible work ethic and was not a good fit for the company, it’s still best to exercise dignity and respect in these situations.
  5. Discuss Goals – If an employee gives his two-week notice to resign, take that time to discuss current projects and transitions. You want to make sure that the transition is as smooth as possible for the company.
  6. Offboarding – Always answer questions about what happens to employee’s benefits if they are leaving. They may have questions about their medical, vacation balance and 401(k), etc.
  7. Exit Interview – Conduct an exit interview. Whether your organization conducts them before or after the employee leaves, encourage open conversation and honesty to facilitate a better, improved work environment for current and future employees.
  8. Workload Discussions – Look into how the company will absorb the workload if you don’t hire a replacement before the employee departs. Whether companies pay additional overtime to current employees, hire a freelancer or temp or look at other options, it’s important to explore these early on.
  9. Employment Attorney – Never hesitate to contact legal counsel if you have any questions about how to handle employee resignations.

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