Section 10.2: Notice Period Policy

Guidelines for employment transitions, resignation procedures, and mutual notice obligations at That Is A Q.

Effective Date January 1, 2025

Last Updated March 14, 2025

Applies To All Employees & Contractors

Status Active

1. Purpose & Scope

This policy establishes the framework for professional transitions within That Is A Q. It applies to all full-time employees, part-time staff, and independent contractors engaged under recurring agreements. The notice period ensures continuity of operations, knowledge transfer, and respectful closure of roles.

Reference "10.2" denotes this specific section within the broader Employee Handbook (Section 10: Employment Terms & Transitions).

2. Notice Period Requirements

Notice periods are determined by role level, employment type, and applicable local labor regulations. The standard expectations are outlined below:

Employment Category	Standard Notice Period	Minimum Required
Individual Contributors (L1–L3)	30 calendar days	14 days
Senior / Lead Roles (L4–L5)	45 calendar days	21 days
Management / Director+	60 calendar days	30 days
Contractors / Freelancers	As per agreement	14 days (default)

Note on Jurisdiction Where local labor laws mandate longer notice periods or different procedures, those legal requirements take precedence. HR will provide jurisdiction-specific guidance upon request.

3. Transition Responsibilities

During the notice period, both the departing employee and That Is A Q commit to the following:

Employee Obligations

Submit written resignation via email to direct manager and HR within 24 hours of decision.
Document active projects, access credentials, and pending tasks in the internal wiki.
Complete a structured handover checklist with manager and/or successor.
Return all company property (hardware, badges, access cards) by the final working day.
Maintain confidentiality and avoid disparagement during and after employment.

Company Obligations

Provide a written acknowledgment of resignation within 48 hours.
Assign a transition lead to coordinate knowledge transfer.
Process final compensation, unused PTO payout (where applicable), and benefits continuation notices.
Conduct an exit interview (optional but encouraged).

4. Exceptions & Waivers

Under exceptional circumstances, the standard notice period may be shortened or modified. Valid grounds include:

Mutual agreement between employee and management
Medical emergencies or family hardship (supported by documentation)
Immediate safety or conduct concerns (subject to HR review)
Redundancy or organizational restructuring initiated by the company

Waivers must be documented in writing and approved by a People Operations lead before implementation.

5. Frequently Asked Questions

Can I use PTO during my notice period?

Yes, with manager approval. However, your final working day remains fixed unless mutually adjusted. Unused PTO will be compensated per local policy.

What happens if I accept another offer before the notice period ends?

You may request an early release. That Is A Q will evaluate operational impact and may approve a shortened notice period at our discretion.

Are contractors subject to Section 10.2?

Only if specified in your Master Services Agreement. Otherwise, notice terms are governed by your contract's termination clause.

Can I be required to work remotely during my notice period?

Yes. Management may adjust your work arrangement during transition to minimize disruption while maintaining productivity.

Questions about this policy?

Reach out to People Operations for clarification, waiver requests, or jurisdiction-specific guidance.

Contact People Ops →