Objective

In this policy, we describe our procedures regarding the resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination.

Resignation

Notice Period

• All employees are required to provide a minimum of three (3) months' written notice to the HR department prior to their resignation.
• Resignation notice must be submitted in writing and signed by the employee.
• The notice period commences on the date the written resignation is received by the HR department.

Resignation Notice Procedure

• Submit the resignation letter to the HR department via email.
• The HR department will acknowledge receipt of the resignation letter within three (3) working days and communicate the expected responsibilities during the notice period.
• Employees are encouraged to inform their immediate manager of their resignation promptly.
• Employees may choose to inform their team of their resignation.

Notice Period Responsibilities

• During the notice period, employees are expected to:
• Fulfill all assigned duties and responsibilities.
• Actively participate in knowledge transfer (KT) sessions with colleagues, including documentation, training, and handover of projects and responsibilities.
• Cooperate fully with the company's requests to ensure a smooth transition during the resignation process.
• Maintain professional conduct and uphold company values throughout the notice period.

Leave of Absence During Notice Period

• Employees are entitled to a maximum of two (2) days of leave per month during the notice period.
• Any leave taken beyond the two-day limit will result in an extension of the notice period by the number of excess leave days.

Consequences of Insufficient Notice

Failure to provide the required three-month notice will result in the following:

• Payment of a penalty: The employee will be required to pay the company an amount equivalent to the average of their last three months' gross salary for each month of the shortfall in the notice period.
• Company Discretion: The company reserves the right to require the employee to fulfill the full three-month notice period or to allow the employee to leave earlier upon payment of the penalty.

This policy aims to ensure a smooth and professional resignation process while minimizing disruption to the company's operations.

Forced resignation by others

You can resign any time of your own free will and nobody should force you into resignation. Forcing someone into resigning (directly or indirectly) is constructive dismissal and we won’t tolerate it. Specifically, we prohibit employees from:

• Creating a hostile or unpleasant environment.
• Demanding or coaxing an employee to resign.
• Victimizing, harassing, or retaliating against an employee.
• Forcing an employee to resign by taking unofficial adverse actions (e.g. demotions, increased workload).

Termination

Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully.

We may terminate an employee either for cause or without cause.

For cause, termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards, or causes damage or financial loss to our company.

Without cause, termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts. We will offer severance pay to eligible employees.