Q. We have an employee who submitted a dated, signed resignation letter but then changed her mind and wanted the letter back. She was not a good employee, but we let her rescind the letter because we thought we'd be on shaky legal ground. Could we have held her to it? —M.L., Ohio
A. The answer largely depends on how your company has acted in the past with similar situations. For example, if another employee quit and was allowed to return to work, treating this employee differently would be very risky. But if you have no past practice with this issue, it's OK to say “no” to a rescinded resignation.
You'll be on safer legal ground if you've documented the employee's bad performance. If you think it's a close call, run it by your attorney.