Absence of Manager...

Anonymous

January 11,2024 at 12:42PM UTC

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Absence of Manager...

I am wondering what is the appropriate protocol for resigning if your supervisor (Direct Report) is on indefinite temporary disability.

Do you go to their Direct Report or HR or both? As for details would you write the letter to your Direct Report and CC (copy) HR?

Also, should your Direct Report be included in the letter somewhere even though they are out?

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AnonymousJanuary 11,2024 at 1:20PM UTC
I agree with your approach, I would email their direct report and cc HR and your manager, even though they are on leave.
Sue Gordon- retired Career CoachJanuary 11,2024 at 1:21PM UTC
Who are you reporting to while they are on disability? That is who you tell. And yes, include them on the letter.
marden928January 11,2024 at 1:36PM UTC
Who's their manager? Who are you reporting into now?
AnonymousJanuary 11,2024 at 1:39PM UTC
IMO no communication should be sent to anyone out of the business due to LOA / STD etc. They are not to be reaching out to you and vice versa. You would go to their boss to communicate this. simple
AnonymousJanuary 11,2024 at 2:12PM UTC
Its appropriate to send the letter/email via work email to the direct manager and cc your manager who is on leave and HR
also CC your personal email
AnonymousJanuary 11,2024 at 2:14PM UTC
why would you need a lawyer to terminate your job.
AnonymousJanuary 11,2024 at 2:24PM UTC
If you are resigning, contact HR. Unless there is an immediate business need, HR will contact your direct report.
AnonymousJanuary 11,2024 at 2:30PM UTC
I don't understand why you would suggest that in this situation? This individual is resigning, no indication of something inappropriate, illegal, etc. Just they are resigning and their current supervisor is on indefinite leave.
AnonymousJanuary 11,2024 at 2:33PM UTC
It can't hurt to give HR a call and see what they recommend. I have had more than one employee reach out to me for this same purpose.
AnonymousJanuary 11,2024 at 2:55PM UTC
A simple 2 sentence letter to HR is sufficient if you do not have a supervisor at the moment.
Tonia D. WoolfolkJanuary 11,2024 at 3:08PM UTC
Did your organization appoint an acting supervisor that you report to? If so, I would say include that person and HR. If you think your supervisor is checking messages or getting updates while they are out, it can't hurt to include them..
AnonymousJanuary 11,2024 at 3:24PM UTC
1. You resign verbally and in writing to whomever is filling in for your manager while your manager is out. If you don't know who that is, then resign to your manager's manager.
2. Normally the manager should handle informing HR, but if you want you can also include them.
3. I would also include your manager in the written notice.
AnonymousJanuary 11,2024 at 3:52PM UTC
why are you resigning? I mean...the fact that your supervisor is on "indefinite temporary disability" is not your issue, and you're still working and getting a paycheck. I realize that your boss not being there might create a bit of hardship for you (or more work?)-- but are you leaving "because" your boss if off duty, or are you leaving because you cannot tolerate the work, or ? the fact that someone else is off duty isn't your problem.
AnonymousJanuary 12,2024 at 3:00PM UTC
I think she's just saying she doesn't know who to tell since her direct report is gone. Not that she's leaving bc they're gone.
AnonymousJanuary 12,2024 at 8:30PM UTC
"Direct report" usually means the person who reports to you.
If you don't have a manager taking the place of your manager (which is weird), then ask HR.