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Letting People Go Securely


Letting People Go Securely

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herbaltea001-winter
herbaltea001-winter
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I gave six months notice when I left my last job. I had to work it. Shame. I would have enjoyed six months paid leave.
batgirl
batgirl
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I've always completed my two weeks (or more) notice period until my last job. I was immediately escorted out when I gave notice at the casino. It was the only non-IT job I've had in 25 years. I was a dealer and was under constant surveillance anywhere on the gaming floor. I suppose the idea was that I might have tried something if I didn't fear losing my job but it really was pretty silly.
FunkyDexter
FunkyDexter
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I think Barry's right that taking contacts etc home can be construed as theft. Think of it this way: If a company wants me to work from home and they provide me with a laptop to do so then that would be fine. If I take it upon myself to work from home and take a laptop without telling them... not so fine. Contact lists, code etc are exactly the same. It's the companies property and if they're happy for you to take them home then great, but if you do so without their consent you're into very dodgy ground.

As for getting people to work their notice period or not I don't think you can set a hard and fast rule. I think it depends on the individual and the circumstances they're leaving under. If they've always shown integrity and have handed in their notice because they've got a new opportunity, for example, then I'd want them to work the period. If they've always been a bit dodgesome and the company has felt the need to fire them then obviously get rid ASAP. Everything in the middle is a grey area and is, at best, a judgement call.
Miles Neale
Miles Neale
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When a person is let go - If an employee is considered for release for lack of performance, or other issue in the workplace a process is started. Note that this process does not start without reason and documentation of the problems concerning the employee. And the process is not started without the employee knowing and being involved in the meetings etc leading up to the potential decision to release. A Laudermill letter stating quid pro quo is sent if it is appropriate. Then a laudermill hearing is held with appropriate audience present. The hiring/firing authority decides on appropriate action based on documentation and the findings of the hearing. After a decision is reached the employee is notified in both person and in writing. At that meeting the employee is told of the action and they are escorted to their work area by office security. All personal possessions are requested to be removed and adequate time and resources are given to make that happen. The employee is escorted out of the building, once all keys, cards, and other company resources are collected from the employee.

While the meeting is going on all computer and other accounts the person used in performance of their job are disabled and or canceled. Their computer may or may not be removed from their workstation prior to their being informed of company action. And they are gone.

However, if the employee is being let go not because of performance but to downsizing, all possible positions within the company are explored as alternative employment for that employee even if they need to be retrained.

If an employee turns in their notice and states intent to leave or retire, they are treated with dignity and are able to serve out their remaining time without harassment or other punishment. In most every case the separation has been amiable and preventative action is not necessary.

Not all gray hairs are Dinosaurs!
David.Poole
David.Poole
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If I resigned and the split was amicable I'd be expected to work my notice.
If I resigned and the split was acrimonious I'd want early release from my contract. I'd not want to be there, they'd not want me to be there and they would not want to pay me.

If I was let go then I'd be expected to be paid in lieu of notice.

The reality is that the cost of a months salary is much smaller than the benefit of a single employee.

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