Employees are free to resign at will by giving BigApple the required period of notice. Most resignations are straightforward. Sometimes resignations can raise a few issues you need to manage correctly. These include; was this a legitimate resignation or is there some underlying cause we have responsibility for all was the employee forced to resign (constructive dismissal). Do we want to reverse the decision to resign? Has the employee given the required notice period and what part of that notice period will they work? Resignation often comes with a request for a reference and we have policy on that. Finally, it is our practice to hold xit Interviews (HR conducts these) to see what can constructively be learned from this resignation.

1. Your first step is to explore the reasons for the resignation and ask for written confirmation including a mutually acceptable final date. Test whether the employee has felt under pressure to resign, is there any suggestion of bullying, harassment, unreasonable stress etc. If there is suggest a cooling off period while you investigate those matters. Indicate you are not comfortable accepting the resignation in these circumstances until they have been investigated. Discuss with HR how best to proceed. If the person has a constructive approach to their resignation explore (now or before they leave) any reflections they have on how things could be improved. xiting people often have great insights to share.

2. You need to notify HR using the xiting mployee Form which provides them with all the information they need to in turn required manage the internal notifications to Payroll, IT and also Branch support for farewell messages on the intranet etc. Include a copy of any written resignation you have received. HR produces and sends the employee the appropriate Resignation Confirmation Letter including all the key details of the termination and any additional items such as how any study bond etc is to be handled.

3. Based on the information you’ve provided HR completes a Termination Form and advises IT, Helpdesk, Payroll etc and also sends a Confirmation of Resignation letter to the employee confirming arrangements for their departure including notice period and any additional items such as how any study bond et cetera is to be handled..

4. Various departments complete the Termination Form thereby confirming to HR that they have taken the required action to organise the employee’s departure.

5. You are responsible for developing and implementing a transition plan so that the departing employee’s duties and responsibilities will be covered after their departure. Key issues are; getting recruitment underway, negotiating with other employees to cover the departing employees workload, organising temporary cover from inside or outside BigApple..

6. HR will approach the employee directly, set up and conduct an xit Interview. xit interviews have three purposes. Where resignation is for good cause, this they provide an opportunity to constructively review the requirements of the position and identify the skills and personal qualities required of the “ideal” replacement. Secondly they can reduce the likelihood of a subsequent claim that the employee resigned “in the heat of the moment”. Finally they may help identify behaviour which, deliberately or inadvertently, caused the employee to resign, and which, if the resignation is accepted or not withdrawn, could result in a employee grievance..

7. You need to manage the arrangements for any farewell, final handover and recovery of keys, access tags and any company property the employee may hold. The company will provide a Certificate of Service to the employee which summarizes how long they have been employed and on what role.