Your employee has handed in his/her resignation and has provided you with two weeks’ notice. What happens if you tell an employee to leave prior to the end of that two week notice period? Are you obligated to pay the employees? Oftentimes employers may have legitimate reasons for releasing an employee early. There may be concerns about security, confidential information, employee loyalty or even productivity (you know, that “short-timers syndrome”).
There are a couple of reasons to voluntarily pay for this notice period.
1. A termination action sends a negative message to the balance of the workforce. What is that message? Well, to the employee it becomes “you give your notice, you may be penalized.” In this instance, morale is hurt and your chances of receiving advance notices in the future may be diminished. If employees quit without notice there’s disruption to the business – you can’t transition the tasks/projects effectively to a secondary employee nor do you have any idea of the status of those tasks/projects, etc.
2. If you tell the employee to leave without pay, after notice has been given, this action may turn a voluntary resignation into an involuntary resignation. The down side is the employee may become eligible for unemployment benefits.
3. How about, it’s just plain good manners? If the employee has the courtesy to offer you notice and you're unable or unwilling to allow them to work out the time, it's rude not to provide them with the pay they would have gotten if they did.
There are a couple of reasons to voluntarily pay for this notice period.
1. A termination action sends a negative message to the balance of the workforce. What is that message? Well, to the employee it becomes “you give your notice, you may be penalized.” In this instance, morale is hurt and your chances of receiving advance notices in the future may be diminished. If employees quit without notice there’s disruption to the business – you can’t transition the tasks/projects effectively to a secondary employee nor do you have any idea of the status of those tasks/projects, etc.
2. If you tell the employee to leave without pay, after notice has been given, this action may turn a voluntary resignation into an involuntary resignation. The down side is the employee may become eligible for unemployment benefits.
3. How about, it’s just plain good manners? If the employee has the courtesy to offer you notice and you're unable or unwilling to allow them to work out the time, it's rude not to provide them with the pay they would have gotten if they did.
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