How to Deal

How to Say Goodbye

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By Lily Garcia
Special to washingtonpost.com
Thursday, February 28, 2008; 12:00 AM

I am leaving my current full-time position where I have worked for 15 months. I have given my two-week notice and a resignation letter to my manager.

I don't anticipate that she will send out an e-mail notifying the organization of my departure (as she did not send out a "welcome" e-mail nor introduce me at our monthly department meeting -- which is typically done).

With that said, would it be appropriate for me to send out the e-mail? Especially since I oversee the finances (reimbursements for staff). If so, what's the recommended format?

First, I suggest that you ask your manager whether she plans to send out an e-mail notifying the company of your departure. You should not assume that she is not planning to communicate the news just because she did not follow established protocol regarding the announcement of your arrival.

If she says that she'll send an e-mail, offer to help by providing suggested language for the message. This will help to ensure that the message actually goes out. It will also give you more control over how it is delivered. If she says that she is not planning to make the announcement, ask if she would mind if you sent out an e-mail yourself. It would be inappropriate for you to send the message without letting your boss know first and, giving her the courtesy of seeing what you plan to say.

I can't think of a reason why your boss would not want any message to be sent. After all, you are not just communicating your last day, but also important information about who will be handling your financial responsibilities. If the message for some reason doesn't get sent, however, you should do your best to communicate your departure to colleagues by word of mouth.

Join Lily Garcia on Tuesday, March 11 at 11 a.m. ET for How to Deal Live.

Lily Garcia has offered employment law and human resources advice to companies of all sizes for 10 years. To submit a question, e-mail hradvice@washingtonpost.com. We reserve the right to edit submitted questions for length and clarity and cannot guarantee that all questions will be answered. The information contained in this column is not intended to be legal advice.


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