Employees initiate a voluntary separation from Lowe's based on three scenarios. The first scenario is when the employee submits a notice of separation to the company. The notice informs the company of the employee’s intent to leave the organization’s employment. The second scenario occurs when an employee abandons their job by failing to show up for three or more consecutive workdays or shifts without notifying the company of their absence. The third scenario is often temporary and occurs when an employee takes leave of absence under the Family Medical Leave Act (FMLA) or State Leaves of Absence policies.
Employees seeking voluntary separation from Lowe’s are encouraged, but not required to provide two-week notice. In some instances, the company will make the termination effective immediately. In such a cases, employees will be separated immediately, but they will receive compensation for their two-week notice period. Lowe’s managers are encouraged to perform exit interviews for voluntary separations. The interviews aim to gain information that support ongoing employee retention efforts.
The forced separation of Lowe’s workers follows the company’s formal Employee Standards of Conduct Policy and the organization’s Corrective Action Procedure guidelines. The formal separation process is discussed in the Litigation Protection…show more content… As a fast-growing organization, Lowe’s fought the opposite problem, hiring enough employees to support its tremendous growth. However, in 2012, the prolonged economic downturn that started in 2008 and the company’s U.S. market saturation finally caught up with its tremendous 66-year growth. As a result, Lowe’s announced a voluntary separation program in February 2012, which impacted approximately 5,200 corporate employees based in its Mooresville, North Carolina headquarters (Elkins,