- Introduction
- 1. Procedures
- 2. Reasons
- 3. Fair
- 4. Warning
- 5. Meeting
- 6. Contract
- 7. Dismissals
- 8. Absenteeism
- 9. Abandonement
- 10. Criminal
- 11. Instant
- 12. Suspending
- 13. Trial Period
- 14. Fixed Term
- 15. Constructive
- 16. Illness / Injury
- 17. Incompatibility
- 18. Redundancy
- 19. Resignation
- 20. Disciplinary
- 21. Conflicts
- 22. Principles
- Summary
19. When an employee resigns
A resignation usually negates the right of an employee to bring a successful complaint of unjustified dismissal against an employer.
However, it is unjust for an employer to bring pressure to bear on an employee to resign in order to avoid dismissing an employee. If a case of this nature is proven against an employer the awards for the employee will be significant.
Exit Interviews
These are interviews arranged when an employee resigns. The purpose is to find out either what went wrong or in which areas an employee's needs are not being met.
The reason for identifying the problem areas is because the cost of replacing staff is so high. When calculating the real cost, we must take into account the administration costs as well as executive time in preparation, interviewing, selecting, and writing to all applicants, induction and training new employee’s. Costs usually amount to one year's wages.
If we can identify areas that are possible to address and thereby keep good employee’s, it will save considerable amounts of money and make the business a more pleasant place to work.
