This review list is provided to inform you about this document in question and assist you
in its preparation. Orderly resignations are extremely important for both Employer and
Employee. Employer should take the opportunity to get this signed release from the
Employee, including the Employee Final Release form also appearing in the
Employment form area.
All supervisors should be prepared for how to conduct themselves when receiving
resignation notice, orally or in writing, so they execute Company policy appropriately. In
the simplest mechanical terms, you should have a set of documents prepared for this
contingency: This letter plus the Employee Release Form is generally sufficient; the
health plan continuation is a matter of formality and sending new bills to the Employee. It
is our business experience that immediate termination is better than letting the
Employee linger on premises. Most turnover work can be accomplished effectively in an
hour or two. If you feel the need to have longer notice, then write that into the
Resignations are complicated for employers because the employee determines the time,
not the employer, and the employer has a multiple set of objectives to accomplish to
make the transition effective. Usually, first and foremost is the goal getting all important
work product in progress into the hands of remaining employees. Good employees
almost always want to be sure this
happens. If this is a not so good or troublesome employee, then you should make your
first goal to get the Employee Final Release signed and let the chips fall where they will
on the first goal for good employees. It is worthwhile to push hard for this signoff so you
avoid trouble down the road. A modest financial payment might just turn the tide, and the
Agreement provides for that.
My experience has been extremely good in this regard because I have always pushed
for an amicable but firm approach to resignation and termination. Pressure to sign the
Final Employee Release form has prevented any litigation from occurring. Several
lawyers, over the years, have called to complain about their clients, and our former
employees, being forced to sign this document. However, they couldn’t “get over” the
voluntary and standard request for signature so all “let it go.” Whew!
The final goal should be to get the return of all Company property immediately. This is
usually problematic for off site equipment. Just do the best you can in this regard. If they
have equipment at home, first get the sign off on these documents and then direct them
to go home immediately and bring everything back. If you create an immediate sense of
urgency, you will
stand the best chance of getting everything back.
1. Make multiple copies of the Employee Final Release form and Acceptance of
Employee Resignation Letter.
2. Get the key or keys back in the initial resignation conversation by the
3. Change all access codes as soon as possible without insulting or inciting the
4. Get the Employee off the premises as soon as possible without insulting or
inciting the resigning Employee.