"Once an employee places you on notice of her intention to leave the organization, you have a legitimate business need to question her exit plan and confirm timelines," said Richard Falcone, employment attorney and shareholder at Littler in Irvine, Calif. Are you obligated to keep her through her wedding date? Likewise, someone may walk into your office and tender notice 90 days from now (which just happens to coincide with the date she's getting married). She can't just walk in and tell you she's leaving without telling you when. Let's address these not-so-uncommon scenarios.įailure to Commit to a Firm Separation Dateįirst, if someone refuses to commit to a final separation date, that's not OK. Granted, usually there's little more to do than thank the person for their service and prepare your strategy for backfilling the position and distributing the individual's work to the remaining team members until a replacement can be identified.īut what if an employee who has had ongoing conduct problems quits but refuses to provide a final termination date? What if she offers verbal notice but she's done this before, and now you're afraid she's going to change her mind again within the two-week notice period? Would you rather the employee leave immediately rather than in two weeks?Īs you can see, the exit process can get a bit hairy depending on the circumstances. Employees give notice all the time, right? There's not much to it: They walk in, hand over a letter of resignation, and offer two weeks of continued service out of courtesy and tradition so that you have some lead time to find a replacement.
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