Reneging on Resignation
An employee was recently AWOL for 9 days. Consequently, we sent her a letter stating that her failure to notify was, under our policy, a voluntary resignation. She claims now that she really didn't resign, and she wants her job back. She has no substantiated reason for being gone, though she's provided some far-fetched excuses. Our executive director insists that we need to redesignate her "resignation" as a termination because she says now that she didn't intend to quit. Our policy is clear, but he wants to clarify this as a termination. We've followed the policy to the letter up to this point. What type of liability may his action expose us to?