Which situation does NOT warrant a Termination Brief?

A situation where an employee has resigned with a two-week notice does not warrant a Termination Brief because the resignation indicates that the employee is leaving voluntarily and is likely on amicable terms with the organization. This typically allows for a smooth transition without the need for a formal termination process.

In contrast, an employee being terminated due to misconduct requires a Termination Brief to ensure that the circumstances of the termination are clearly documented and communicated, as it can have legal implications and may involve sensitive information that needs to be addressed. Similarly, employees who have been absent for 90 days or who are placed on administrative leave for 60 days or more may be subject to specific review processes related to their employment status, and a Termination Brief helps clarify the rationale and procedures being followed. These situations highlight the necessity of formal documentation and communication to manage potential risks and ensure compliance with company policy and legal requirements.