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Good Afternoon.
An employee failed to render 30-day notice upon filing her approved resignation, instead she applied for a terminal leave for 1.5 weeks. This was also approved accordingly. Her resignation took effect on June 30, and started employment with a new company effective July 1.
She is yet to finish the processing of her clearance, but was REQUIRED by the former company to give at least 3 WEEKS to finish clearance requirements. The former employee sought approval for leave from her new company, but was only generously given 4 days. She informed her former company that she can facilitate whatever needs to be done in her granted 4-day leave, but her former employer demands 3 weeks of her time.
Can an employer go after a resigned employee whose resignation was duly approved?
Looking forward to your valuable advise.
Thank you.
An employee failed to render 30-day notice upon filing her approved resignation, instead she applied for a terminal leave for 1.5 weeks. This was also approved accordingly. Her resignation took effect on June 30, and started employment with a new company effective July 1.
She is yet to finish the processing of her clearance, but was REQUIRED by the former company to give at least 3 WEEKS to finish clearance requirements. The former employee sought approval for leave from her new company, but was only generously given 4 days. She informed her former company that she can facilitate whatever needs to be done in her granted 4-day leave, but her former employer demands 3 weeks of her time.
Can an employer go after a resigned employee whose resignation was duly approved?
Looking forward to your valuable advise.
Thank you.
