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How to response to a resignation letter

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How to response to a resignation letter
March 19, 2019 Anniversary Wishes For Parents 3 comments

Your notice of resignation does not require your manager's approval, it to you ( they could choose to regard the email as not a valid notice).

OP has updated the location as India; this advice doesn't apply there.

Leaving it in case it has value to a future reader who is in the US.


I have a bond there for 2 years

By "a bond" do you mean that you entered into a contract for employment that lasts two years?
If so, I'm not sure why you would need a response from your boss.

Having said that, makes sure that the notice you have given is a valid notice.

Check your contract about valid ways to give notice - if it doesn't specify a way, and the contract is in writen form (in person / not emailed) then you may have to give it to the same way they gave it to you (they could choose to regard the email as not a valid notice). Given no specific form of notice in the contract (email/FAX/telegraph/etc.) you have to respond in the same form that the offer was given in.
You don't mention a country, so this may not be relevant - but it generally is correct for contract law in the US. Note that I'm not a lawyer, and most companies wouldn't refuse to pay because you didn't notfy them the right way... but most companies would have a boss that responds to a resignation; not doing so is weird to me).

Even if I'm correct in my assumptions, it may not be 'contract law'. It could be covered under 'employment law' and it is it, even within the US each state has specifics that add/override agreements or parts of them related to employment.

Get an employment lawyer's opinion if it isn't very clear how to give notice in your contract.

Your notice of resignation does not require your manager's approval, it to you ( they could choose to regard the email as not a valid notice).

Employers: Take the Right Steps With This Resignation Acceptance Letter

how to response to a resignation letter

In any business that lasts more than a few months, a resignation is an inevitable — and sometimes healthy — part of a company’s lifecycle.

Turnover rates vary widely by industry, so it’s good to look at your industry for a benchmark on what “healthy” turnover means. In general, however, some amount of turnover can be helpful for your business, providing new opportunities for growth and progress.

Whether a resignation comes as a shock or feels like a long time coming, the best course of action is to be formal and courteous as your employee transitions to the next phase of their career.

Ready to begin? Download our sample resignation acceptance letter.

Dealing with a Resignation

The "two weeks notice" rule, while ubiquitous, is more practice than a rule when it comes to at-will employment. At-will employment relationships don’t require employees to give notice of their resignation, though asking employees to give two weeks notice has come to be a standard practice for a variety of reasons, including planning workflow after the departure of an employee.

As Justworks’ own HR Consultant Moses Balian points out, this is important for employers to note. Why?

“Employers aren’t required to continue the employment relationship through the term of notice. They are welcome to terminate the employment relationship days sooner, or even immediately. In these situations, the termination generally retains its status as ‘voluntary,’” Moses said.

Acknowledge the resignation in an email, letter, or other writing in order to formally and unambiguously identify the last day of work.

Employers are also welcome to ask the employee to stay on longer, and employees sometimes agree to do so. Again, this helps with planning for workflow after the employee separates from employment. Regardless, it's important to acknowledge the resignation in an email, letter, or other writing in order to formally and unambiguously identify the last day of work.

Moses added that for resigning employees, the "two weeks notice" rule is still an excellent standard.

“Providing less notice, while certainly permissible, can demonstrate a lack of regard for the company's operations,” he said. “You want to be confident that you'll receive a glowing (or at worst, neutral) recommendation from a former employer, right?”

Next Steps: Resignation Acceptance Letter

Once you’ve received a formal resignation, a resignation acceptance letter will allow you to achieve several goals:

  1. Officially acknowledge your employee’s resignation and allow both them and you to save it for any necessary records.
  2. Set expectations for the employee about what they should anticipate before they leave.
  3. Create next steps and hard dates for offboarding tasks, like returning an office ID or laptop.

As a reminder, make sure to clear your resignation acceptance letter with a lawyer before sending sensitive documents to an employee. Employment laws vary across the country, and there may be specific language that must be present in the letter, depending on applicable law.

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.

Posted June 6, 2018 by Justworks in Managing Your Team

Customize your own resignation acceptance letter with our sample Word doc.

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Writing a resignation letter - tips, samples and templates

how to response to a resignation letter

David Davis's letter to Theresa May:

Dear Prime Minister,

As you know there have been a significant number of occasions in the last year or so on which I have disagreed with the Number 10 policy line, ranging from accepting the Commission’s sequencing of negotiations through to the language on Northern Ireland in the December Joint Report. At each stage I have accepted collective responsibility because it is part of my task to find workable compromises, and because I considered it was still possible to deliver on the mandate of the referendum, and on our manifesto commitment to leave the Customs Union and the Single Market.

I am afraid that I think the current trend of policy and tactics is making that look less and less likely. Whether it is the progressive dilution of what I thought was a firm Chequers agreement In February on right to diverge, or the unnecessary delays of the start of the White Paper, or the presentation of a backstop proposal that omitted the strict conditions that I requested and believed that we had agreed, the general direction of policy will leave us in at best a weak negotiating position, and possibly an inescapable one.

The Cabinet decision on Friday crystallised this problem. In my view the inevitable consequence of the proposed policies will be to make the supposed control by Parliament illusory rather than real.

As I said at Cabinet, the “common rule book” policy hands control of large swathes of our economy to the EU and is certainly not returning control of our laws in any real sense.

I am also unpersuaded that our negotiating approach will not just lead to further demands for concessions.

Of course this is a complex area of judgement and it is possible that you are right and I am wrong. However, even in that event it seems to me that the national interest requires a Secretary of State in my Department that is an enthusiastic believer in your approach, and not merely a reluctant conscript. While I have been grateful to you for the opportunity to serve, it is with great regret that I tender my resignation from the Cabinet with immediate effect.

Yours ever
David Davis==

David Davis Resignation Letter by Matt Foster on Scribd

here======================

Theresa's May's reply in full:

Dear David,

Thank you for your letter explaining your decision to resign as Secretary of State for Exiting the European Union.

I am sorry that you have chosen to leave the Government when we have already made so much progress towards delivering a smooth and successful Brexit, and when we are only eight months from the date set in law when the United Kingdom will leave the European Union.

At Chequers on Friday, we as the Cabinet agreed a comprehensive and detailed proposal which provides a precise, responsible, and credible basis for progressing our negotiations towards a new relationship between the UK and the EU after we leave in March. We set out how we will deliver on the result of the referendum and the commitments we made in our manifesto for the 2017 general election:

1. Leaving the EU on 29 March 2019.
2. Ending free movement and taking back control of our borders.
3. No more sending vast sums of money each year to the EU.
4. A new business-friendly customs model with freedom to strike new trade deals around the world.
5. A UK-EU free trade area with a common rulebook for industrial goods and agricultural products which will be good for jobs.
6. A commitment to maintain high standards on consumer and employment rights and the environment.
7. A Parliamentary lock on all new rules and regulations.
8. Leaving the Common Agricultural Policy and the Common Fisheries Policy.
9. Restoring the supremacy of British courts by ending the jurisdiction of the European Court of Justice in the UK.
10. No hard border between Northern Ireland and Ireland, or between Northern Ireland and Great Britain.
11. Continued, close co-operation on security to keep our people safe.
12. An independent foreign and defence policy, working closely with the EU and other allies.

This is consistent with the mandate of the referendum and with the commitments we laid out in our general election manifesto: leaving the single market and the customs union but seeking a deep and special partnership including a comprehensive free trade and customs agreement; ending the vast annual contributions to the EU; and pursuing fair, orderly negotiations, minimising disruption and giving as much certainty as possible so both sides benefit.

As we said in our manifesto, we believe it is necessary to agree the terms of our future partnership alongside our withdrawal, reaching agreement on both within the two years allowed by Article 50.

I have always agreed with you that these two must go alongside one another, but if we are to get sufficient detail about our future partnership, we need to act now. We have made a significant move: it is for the EU now to respond in the same spirit.

I do not agree with your characterisation of the policy we agreed at Cabinet on Friday.

Parliament will decide whether or not to back the deal the Government negotiates, but that deal will undoubtedly mean the returning of powers from Brussels to the United Kingdom.

The direct effect of EU law will end when we leave the EU. Where the UK chooses to apply a common rulebook, each rule will have to be agreed by Parliament.

Choosing not to sign up to certain rules would lead to consequences for market access, security co-operation or the frictionless border, but that decision will rest with our sovereign Parliament, which will have a lock on whether to incorporate those rules into the UK legal order.

I am sorry that the Government will not have the benefit of your continued expertise and counsel as we secure this deal and complete the process of leaving the EU, but I would like to thank you warmly for everything you have done over the past two years as Secretary of State to shape our departure from the EU, and the new role the UK will forge on the world stage as an independent, self-governing nation once again.

You returned to Government after nineteen years to lead an entirely new Department responsible for a vital, complex, and unprecedented task.

You have helped to steer through Parliament some of the most important legislation for generations, including the European Union (Notification of Withdrawal) Act 2017 and the European Union (Withdrawal) Act 2018, which received Royal Assent last week.

These landmark Acts, and what they will do, stand as testament to your work and our commitment to honouring the result of the referendum.

Yours sincerely,

Theresa May

 

PM letter to David Davis by Matt Foster on Scribd

The full texts of Baroness Warsi's resignation letter to David Cameron and his response.

8 Ways to Handle Employee Resignations

how to response to a resignation letter

 
I recently read a fictionalized letter of resignation from a SVP, Sales (to a CEO) over on the Sales Benchmark Index blog. It is worth a full read, but here is a quick excerpt:

The reasons for my departure are as follows:

The revenue goal you have set for me is not based in reality. It is unfair to set my goals based some high level Gartner numbers. For three years, I have submitted a proposal to set the number correctly and it has been rejected. Give the new guy a chance.

You have 16 items on my priority list. No one can do 16 things well. Each of these has been labeled mission critical. As a result, I have become a bad husband and father. Don’t ruin another man’s life. Not all opportunities are created equal. Pick a few things.

While entertaining, and in many instances probably quite true, it got me thinking. This head of sales had his point of view. But there are two sides to every coin, are there not?

Dear Bob,

I accept your letter of resignation as VP, WW Sales and appreciate the time you took to detail your reasons for departure. In the same vein, I thought I’d share some feedback on your performance.

I understand the revenue goal we set was a stretch. We decided to base it on historical performance, market potential and corporate goals. The numbers you proposed always seemed to ensure the goal of achieving your bonus – rather than our Board’s satisfaction with overall company performance. Also, I’ll make sure to let Gartner know that they should reach out to you for insights on properly sizing our market.

I apologize for your 16-item priority list. To my mind, 12 of those are basics that any head of sales should have brought to the table. In hiring your replacement, we’ll make sure to not repeat this error. As not only the CEO, but also the company’s founder, please tell me more about the demands of your role and your need for work-life balance. Would you suggest we offer marriage counseling and parenting classes as part of the incentive package?

You state that our products are commodities. I remember how hard you fought to maintain a face-to-face (read: high cost) field sales force. It appears that your hiring profile was out of alignment with the requirements of our market. And your repeated refrain was to request more headcount for road-warrior enterprise reps. No wonder I had the CFO monitor your hiring plans.

I know that you struggled to form a relationship with our CMO. Let me offer some coaching. Sales is about attunement. Perhaps a little more perspective taking and a little less storming and screaming “these leads aren’t ready to buy” would have improved matters. FYI, since your departure we’ve built an inside sales team and are observing an unfamiliar phenomenon: new pipeline from inbound leads.

Finally, I am sorry you found our culture too rigid. Having “military-like commands” that are demoralizing is not my aim. The lesson from the military I wish you had absorbed is “the sergeants run the army.” During your tenure, we had 80% attrition in front-line sales managers. I should have been more supportive of their needs and their success. I mistakenly thought that was your job. I’ve often heard the maxim, “People join companies, they leave bosses.” I now see the truth in it.

Bob, I wish you every success in your new venture. We have learned much from you and will work hard to build a better organization. And we will no longer tolerate a bad sales leader.

Godspeed!

-a CEO

So this was a fun exercise.

What would you have added to either letter? C’mon get snarky with me!
  

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Download our sample resignation acceptance letter to get started. In any business that lasts more than a few months, a resignation is an.

how to response to a resignation letter
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