At some point, you and Axelerant will part ways. Therefore, we We strive to ensure that leaving separation at Axelerant is handled professionally kindly with minimal disruption to those involved by per this Exceptional Situations guideline.
At all times, People Operations will keep maintain team members’ member records containing all relevant documentation. The company’s A Legal Consultant guides helps ensure our legal compliance with terminationsseparations.
Disclaimer: This document provides general and referential guidance. It may not consider all relevant local, state, or national laws and is not a legal document. Neither the author nor Exceptional Situations enactors will assume any legal liability for using this guideline.
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Reporting Manager; for all other operational roles at Axelerant.
Career Manager; for team members of the Global Delivery Teams group.
Supporting: Concerned person’s person's 360-group. E.g., peers, coaches, and other leaders.
Reasons for
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Separation
These definitions may differ from those used in labor laws and regulations.
Voluntary Resignation
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Team-Member-Initiated Separation
A team-member-initiated separation occurs when a team member informs their manager of a resignationseparation. The choice to leave Axelerant was their decision.When you are thinking about resigning from of separation from Axelerant is the team member's decision, and we want to ensure that your concerns are heard, discussed, and resolved mutually before a separation happens.
When considering leaving Axelerant, we encourage you to speak with a relevant peer to discuss your reasons for leaving: E.g., reporting or career manager, your assigned performance coach, people operations specialist, or another trusted team member to discuss your reasons for wanting to leave. At Axelerant, we want to ensure that team members’ situation is discussed and resolved before a resignation decision occurs.
When resignation separation is the only solution after discussing your concerns, please communicate your intention to resign to people@axelerant.com. We advise you to review your employment contract for the statutory notice period and determine your last working day. You can discuss the time needed to work on a handover/transition with the people operations specialist. separate.
Typically, you are free to leave separate from Axelerant for any reason—or no reason—with no adverse legal consequences when giving a relevant providing a two-month (60-day (two months) notice period. Appropriate ) notice period. Please discuss the time needed for the handover or transition with your reporting manager.
We advise you to review your employment contract for the statutory notice period when determining your last working day. Relevant leadership could approve an early release on a case-to-case basis during the notice period.
When While a team member is serving the their notice period, their consolidated leaves will be rescinded are reduced from 35 days of leave per year to a prorated 2.75 9 days per month based on the number of months worked since their date of joining or April 1, whichever is nearer.
During the notice period, the remaining leave days that don’t affect don't interrupt knowledge transfers and transition plans are usable.
Per Taking Leave & Planning Time Off, there is no leave encashment for the remaining leave balance. A team member would not be eligible for the other reimbursable benefits while serving the notice period.
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Typically reimbursable benefits are not applicable in this situation.
Note: In fairness to our team members, as Salary Revisions are tied to a person's joining month, they are not considered a team member-initiated separation activity.
Types of Team-Member-Initiated Separation:
Including but not limited to:
Resignation
Retirement
Contract expiration or completion
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Team-Member-Initiated Separation Procedure
There is no severance pay for Team-Member-Initiated Separation exit situations.
Team Member
Team members are requested to provide an agreed-upon notice , respecting the typical 60-days (two-months) notice period, of their intention to separate from the company to allow Axelerant while allowing a reasonable amount of time to transfer ongoing workloads and knowledge.
The team member should provide a written resignation separation letter or email notification to people@axelerant.com.
Responsible Party
This is typically the reporting/career manager.
They are directly responsible individuals and are required to act on this.
Accept resignation separation notice, negotiate an alternative end date, or deem it effective immediately.
People Operations
Upon receiving the resignationseparation, the people operations will initiate create a private slack channel
po-resignseparation-<person_name>and notify the individual’s reporting manager, CSO, performance coach, staffing team, engagement, and recruitment team membersindividual's career manager and reporting manager.Share a copy of the resignation emailseparation notice.
A When needed, a discussion with the reporting manager/people operations/performance coach should relevant managers and coaches could also happen when needed to determine what led to the resignationseparation.
Add relevant team members to the
#po-resignseparationchannel.Any discussion in the channel must intend to understand the matter and not an accusation.
We encourage channel members to listen and reflect upon what’s what's shared rather than respond with possible speculations. We should respect each other’s other's truths and not force them upon others.
While the discussions are underway, it’s it's essential for team members added to the
#po-resignseparationchannel to maintain discretion in sharing any details.
The people operations specialist team will acknowledge the receipt of the resignation separation with the team member confirming the last working day.
The accountable party people operations team performs /wiki/spaces/AH/pages/3113550163.
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Axelerant-Initiated Separation
The responsible party ensures compliance with https://axelerant.atlassian.net/wiki/spaces/OA/pages/3177414685/Feedback+Giving+Receiving#Demonstrating-Compassion Feedback, Giving regarding the concerned person’s person's situation. However, any other person can initiate the Demonstrating Compassion process.
Types of
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Axelerant-Initiated Separation
Including but not limited to:
Breaking Breaching organizational or professional ethics
Breaking laws or legal agreements
Demonstrating unacceptable behavior per Being Axelerant.
E.g., Not being accountable, capable, or coachable people who work well with others.
Disregard for company people, assets, or guidelines
Failing to complete onboarding
Fraud–including excessive or improper equipment purchases
Lack of timely communication or feedback with peers
Leave without notice for 8-days or more
Not aligning with organizational values
Poor performance by attitude, metrics, or KPIs
Unable to meet role expectations
Justified Termination Procedure
Axelerant-Initiated Separation Procedure
Axelerant provides two (2) months severance instead of a lengthy notice period to team members for Axelerant-Initiated Separation situations not of ethical, legal, or leave without notice matters.
Typically for the first occurrence of Justified Termination conditionsnot of ethical, legal, or leave without notice matters, Axelerant will provide allow the concerned person with an opportunity to overcome their situation as per https://axelerant.atlassian.net/wiki/spaces/OA/pages/3177414685/Feedback+Giving+Receiving#Demonstrating-Compassion. Recurrences and Justified Termination of
Recurring situations like ethical, legal, and or leave without notice usually result in immediate terminationseparation.
Steps:
The responsible party gives the concerned person a chance to be heard.
The responsible party gathers relevant feedback from stakeholders and then decides upon one of the following.
Letting the concerned person go with immediate or two-month notice termination.Additionally situationseven (7) days' separation notice.
Situation-specific coaching and follow-up within a reasonable time frame, typically 14 workdays.
Alternative next steps.
The responsible party shares the decision in the #po-compassion channel.
Though other parties may disagree, they must commit to assisting the responsible party to implement in implementing the decision.
The people operations and the responsible and accountable party jointly informs will inform the concerned person of the decision made and the next steps.
The accountable party performspeople operations perform Offboarding Operations/wiki/spaces/AH/pages/3113550163.
The responsible party people operations should consider drafting lessons learned to share with their peers . Especially for coaching, engagement, or recruitment team members towards better hiring and training retention programs.
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Separation Without Cause
Termination Separation without cause can occur when the company decides that a team member’s member's services are no longer needed. In general, this does not refer to a team member’s member's conduct.
Types of
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Separation Without Cause
Including but not limited to:
Layoffs
Rearrangement Department or group restructuring
Elimination of a department
Redefining of a position
Termination Without Cause Procedure
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, group, or role
Layoffs
Updated role responsibilities per business requirements
Separation Without Cause Procedure
Axelerant provides two (2) months severance instead of a lengthy notice period to team members for Separation Without Cause exit reasonings.
The responsible party will notify the team member of their separation at least 30-seven (7) days in advance. When the company requests a sooner last day for the team member, the company will still provide compensation for the time remaining, specified as “pay instead of notice.”
The accountable party performs /wiki/spaces/AH/pages/3113550163.
Team Member Death
Separation due to a team member’s member's death will be effective as their death date.
Team Member Death Procedure
Upon receiving notification of a team member’s death, the team member’s manager or anyone who gets the news should immediately notify the People Operations team. The benefits administrator Axelerant provides four (4) months of compensation. The people operations team will process all appropriate beneficiary payments from the various benefit plans.
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Separation Interviews
A week Within seven (7) days before separation, an accountable or supporting party member will host an exit interview with the concerned party and share the responsible, accountable, and other supporting parties’ responses. Typically, the Paycor 1-1 Exit interview people operations will ask for separation feedback from the concerned party. The findings are shared with the relevant stakeholders.
Typically, the Leapsome 1-1 template handles this stage.
Within four weeks after resignationseparation, an accountable or supporting party member could host an exit conversation with concerned, responsible, and supporting parties to help facilitate clearing the air and trust renewal.
Reimbursable Benefits
When reimbursable benefits are used within one year of leaving separating from Axelerant for reasons other than death or termination separation without cause are required, the following benefits are reimbursable, or devices payments or materials are returned to Axelerant in full.
Bring Your Own Device (BYOD)Computing Device
Continuing Education/Training Allowance
Return of Company Property
When you leave separate from Axelerant, you are responsible for returning all Axelerant-issued equipment, such as documents, computer equipment, and company credit cards. Any unpaid, non-returned Axelerant-provided assets will be deducted from the final paycheck.
Severance Pay
Axelerant offers severance pay in lieu of the notice period to team members for reasonings Without Cause, Team Member Death, and Justified Termination not of ethical, legal, and leave without notice situations. There is no severance pay for Voluntary Resignation and Justified Termination of ethical, legal, and leave without notice situations.
Full and Final Pay
We pay team members through their last working day of work minus advances, outstanding loans, Reimbursable Benefits, typical deductions, and other agreements that the team member has utilized in compliance with regional laws.
In cases of an employee’s a team member's death, Axelerant will pay the final payment due to that team member to the deceased team member’s member's estate or otherwise required under state lawper relevant laws.
Full and Final Pay awaits the Return of Company Property. Once Full and Final Pay is due, Axelerant will pay it during the next pay cycle.
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