At some point, you and Axelerant will part ways. Therefore, we strive to ensure that leaving Axelerant is handled professionally with minimal disruption to those involved by this Exceptional Situations guideline.
At all times, People Operations will keep team members’ records containing all relevant documentation. The company’s Legal Consultant guides legal compliance with terminations.
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.
Exceptional Situation Stakeholders
Concerned: Affected team member
Accountable: People Operations
Responsible:
Reporting Manager; for all other operational roles at Axelerant.
Career Manager; for team members of the Global Delivery Teams group.
Supporting: Concerned person’s 360-group. E.g., peers, coaches, and other leaders.
Reasons for Termination
These definitions may differ from those used in labor laws and regulations.
Voluntary Resignation
A voluntary offboarding occurs when a team member informs their manager of a resignation. The choice to leave Axelerant was their decision.
When you are thinking about resigning from Axelerant, we encourage you to speak with your reporting 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 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.
Typically, you are free to leave Axelerant for any reason—or no reason—with no adverse legal consequences when giving a relevant 60-day (two months) notice period. Appropriate leadership could approve an early release on a case-to-case basis during the notice period.
When a team member is serving the notice period, their consolidated leaves will be rescinded from 35 days of leave per year to 2.75 days per month based on the number of months worked since their date of joining or April 1, whichever is nearer.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 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.
Types of Voluntary Resignation
Including but not limited to:
Resignation
Retirement
Contract expiration or completion
Voluntary Resignation Procedure
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 a reasonable amount of time to transfer ongoing workloads.
The team member should provide a written resignation letter or email notification to people@axelerant.com.
Responsible Party
They are directly responsible individuals and are required to act on this.
Accept resignation notice, negotiate an alternative end date, or deem it effective immediately.
People Operations
Upon receiving the resignation, the people operations will initiate a private slack channel
po-resign-<person_name>and notify the individual’s reporting manager, CSO, performance coach, staffing team, engagement, and recruitment team members.Share a copy of the resignation email.
A discussion with the reporting manager/people operations/performance coach should also happen when needed to determine what led to the resignation.
Add relevant team members to the
#po-resignchannel.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 shared rather than respond with possible speculations. We should respect each other’s truths and not force them upon others.
While the discussions are underway, it’s essential for team members added to the
#po-resignchannel to maintain discretion in sharing any details.
The people operations specialist will acknowledge the receipt of the resignation with the team member confirming the last working day.
The accountable party performs /wiki/spaces/AH/pages/3113550163.
Justified Termination
The responsible party ensures compliance with https://axelerant.atlassian.net/wiki/spaces/OA/pages/3177414685/Feedback+Giving+Receiving#Demonstrating-Compassion regarding the concerned person’s situation. However, any other person can initiate the Demonstrating Compassion process.
Types of Justified Termination
Including but not limited to:
Breaking organizational or professional ethics
Breaking laws or legal agreements
Demonstrating unacceptable behavior per Being Axelerant.
Disregard for company people, assets, or guidelines
Failing to complete onboarding
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
Typically for the first occurrence of Justified Termination conditions, Axelerant will provide 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 ethical, legal, and leave without notice usually result in immediate termination.
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 situation-specific coaching and follow-up within a reasonable time frame.
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 the decision.
The responsible and accountable party jointly informs the concerned person of the decision made and the next steps.
The accountable party performs/wiki/spaces/AH/pages/3113550163.
The responsible party should consider drafting lessons learned to share with their peers. Especially for coaching, engagement, or recruitment team members towards better hiring and training programs.
Termination Without Cause
Termination without cause can occur when the company decides that a team member’s services are no longer needed. In general, this does not refer to a team member’s conduct.
Types of Termination Without Cause
Including but not limited to:
Layoffs
Rearrangement of a department
Redefining of a position
Termination Without Cause Procedure
For termination without cause, the company will notify the team member of their separation at least 30-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 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 will process all appropriate beneficiary payments from the various benefit plans.
Exit Interviews
A week 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 template handles this stage.
Within four weeks after resignation, 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 used within one year of leaving Axelerant for reasons other than death or termination without cause are required, the following benefits are reimbursable, or devices are returned to Axelerant in full.
Bring Your Own Device (BYOD)
Continuing Education/Training Allowance
Return of Company Property
When you leave 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 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 death, Axelerant will pay the final payment due to that team member to the deceased team member’s estate or otherwise required under state law.
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.