Employees who quit aren’t eligible for unemployment compensation in Ohio. Yet the same employee who impetuously announces he’s had enough and won’t be back just might file for benefits anyway.
Train your supervisors on how to handle sudden “I quit” outbursts: Tell managers and supervisors to note the “I quit” in writing, including the date and time. They should then forward the memo promptly to HR for inclusion in the employee’s personnel file. Send the employee written confirmation that his resignation has been received and accepted.
Recent case: William Baker worked for Erie Construction. During a break, he asked a co-worker to drive him home and told her he had “quit” as they drove along. He telephoned his supervisor and told him the same thing.
He called the supervisor the next day and asked to rescind his resignation. Baker was told to reapply. When he did, HR informed him his position had been filled and there were no openings.
He filed for benefits. But Erie brought in the supervisor, his conversation notes and the co-worker, who testified that Baker had told her he quit. That was enough for the court—it denied the benefits and ordered Baker to pay the court costs of his appeal. (Baker v. Director of Ohio Department of Job and Family Services, No. L-06-1198, Court of Appeals of Ohio, 2007)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How to Write Meeting Minutes
- Does an employee have a right to 'correct' a discipline report that's going into her file?
- 'Difficult' employee? Don't assume a disability
- Feel free to set punishment that fits the crime
- Times are changing: HR heads to Vegas to LEAP ahead