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In our company handbook we have a clause that requests employees provide us with at least 2 weeks notice upon resignation. From what I understand, this may obiligate us to:
1. Allow the employee to work through the resignation period, whether it is 2 weeks, or 1 month; OR
2. Dismiss the employee effective the day the notice is received, pay them through the resignation period and establish eligibilty for UI benefits.
Is this correct? Would we be better positioned if we omitted the 2-week notice requirement so we would not be responsible for paying throught the resignation period if we elected to have them go earlier? Will that have a significant impact on UI eligibility? Any help you can offer is appreciated!
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| We have a 2 week notice request in our handbook as well. However, our handbook also states that we are not obligated to keep them on through the end of the notice period. We have actually let an employee go just 2 days after they gave their notice because we just didn't need them anymore. I recommend you put something similar in your handbook so that it is clear that their employment may end anytime during the notice period.
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| If you do it the way C. Ramirez sugguests be prepared to pay unemployment. If the employee is willing and able to work and you let them go, most likely they will be granted unemployment because of it.
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