We strive to ensure that separation at Axelerant is handled kindly with minimal disruption to those involved per this Exceptional Situations guideline.
At all times, People Operations will maintain team member records containing all relevant documentation. A Legal Consultant helps ensure our legal compliance with separations.
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 assume any legal liability for using this guideline.
Exceptional Situation Stakeholders
Concerned: Affected team member
Accountable: People Operations
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 Separation
These definitions may differ from those used in labor laws and regulations.
A team-member-initiated separation occurs when a team member informs their manager of a separation. The choice 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, coach, or another trusted team member.
Typically, you are free to separate from Axelerant for any reason—or no reason—with no adverse legal consequences when providing a two-month (60-day) 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.
While a team member is serving their notice period, their consolidated leaves are reduced from 35 days per year to a prorated 2.9 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 interrupt knowledge transfers and transition plans are usable. 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:
Contract expiration or completion
Team-Member-Initiated Separation Procedure
There is no severance pay for Team-Member-Initiated Separation exit situations.
Team members are requested to provide an agreed-upon notice of their intention to separate from Axelerant while allowing a reasonable amount of time to transfer ongoing workloads and knowledge.
Separation due to a team member's death will be effective as their death date.
Axelerant provides four (4) months of compensation. The people operations team will process all appropriate beneficiary payments.
Within seven (7) days before separation, 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 separation, 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.
When reimbursable benefits are used within one year of separating from Axelerant for reasons other than death or separation without cause, the following payments or materials are returned to Axelerant in full.
Bring Your Own Device (BYOD)
Continuing Education/Training Allowance
Return of Company Property
When you 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.
Full and Final Pay
We pay team members through their last working day 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 a team member's death, Axelerant will pay the final payment due to that team member to the deceased team member's estate or otherwise required per 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.