One of my employees is leaving because her husband is being transferred to another state. Now I discover she has already filed for unemployment. In fact, I have already received the notice from the Unemployment Agency. What’s the best way to handle this situation?
Suppose an employee gives his or her resignation, effective in three weeks, but you decide to accept the resignation effective immediately instead. Should the employee be paid through the date of intended resignation? You are not required to pay the employee through the intended resignation date unless your business requires a notice of resignation. If you simply “request” a certain amount of notice, federal law doesn’t require you to pay the employee if you ask him or her to leave before the end of the notice period, although most employers do. But be careful. Continue reading