Posted by Antonia on 6 June 2013
In the old days you used to be able to take people on their word. Maybe that's still true, but when it comes to the employer-employee relationship it's always good practice to put things in writing.
One of our clients was reminded of this recently. Being a well-organised retail firm, they publish their roster two weeks in advance. The Employee (who shall be referred to as "L") approached his supervisor in a panic when he noticed his name highlighted with "LAST DAY' on the new roster and no shifts thereafter. The supervisor responded to the effect that 1) L had resigned, 2) "LAST DAY" was the end of L's notice period and 3) L's shifts had been re-allocated accordingly. L said he had only given a heads up of his intention to look for alternative employment, and had not formally resigned as he had not found work yet. How would he pay his rent and buy food with no income?
Eek! What a mess.
Who knows how the initial conversation went ... whether it was a genuine misunderstanding, or the employee had had a change of heart, or the employer was hearing what they wanted to hear ... it was very much a case of "he said / she said" with both the employee and the supervisor taking a very firm position on their interpretation.
In the end, we were able to come to an agreement that both were relatively satisifed with. But this was a stark reminder that employers must always insist on receiving resignations in writing to avoid this kind of situation from happening.
Posted on 5 June 2013
Four NZ firms among region's best employers
One of the hardest things about achieving Best Employer status is maintaining staff engagement year after year, says Chorus human resources manager Sara Broadhurst.The telco network infrastructure provider was among four Kiwi companies - including FedEx Express, Frucor Beverages and Express Data - which were accredited as Best Employers in the 2013 Aon Hewitt study.