HR Workforce Solutions
By Nonprofits, For Nonprofits
Although nonprofits usually have exemptions from paying taxes, they must still file tax returns each year. Nonprofits file certain forms,...
One area where costs can quickly add up is recruitment. Finding the right talent for your organization is vital, but...
Question: Can I limit the number of times an employee makes changes to their W-4? Answer: No. IRS guidance states that an...
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This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
A: An employer may accept the employee’s voluntary resignation, or release the employee in advance of the stated resignation date, or in extreme situations determine if cause exists for early termination (sometimes employees disregard policies after submitting a resignation).
If the employee works through to the resignation date, the employee must be paid for all wages earned through the resignation date. If the employee is released earlier, then the employer must pay wages for all time worked through the termination date. The employer is not obligated to pay the employee for any days not worked through the resignation period when no work is performed, and final wages need only include wages earned through the actual last day worked.
Please note that when letting the employee go prior to the end of the resignation period, the company has effectively changed the resignation into a discharge for the purposes of wage payments, if in fact pay is not provided through the original resignation date, regardless of hours or days worked. The employee may also then be able to file for unemployment since he or she will be missing wages during the resignation period. This liability may not be in the best interest of the employer.
Therefore, it is up to the company whether or not to pay through the resignation period; however, doing so permits the resignation to stand as a voluntary decision on the employee’s behalf.
Question and Answer provided by ThinkHR. Learn more about how your nonprofit can gain access to their expert HR staff here.