Employee Separation Process

Leaving doodleblue is a process just like joining doodleblue. While joining is associated with an excitement and energy, leaving is usually associated with quite the opposite. This need not be the case, actually, and we learnt this from some very recent employee departures - i.e. the departures were followed with speeches on accepting change, positive energy to guide and encourage people by going out of their way and organizing training sessions, and good wishes to all.

At doodleblue we expect company transitions to be a transparent and open process. Here are some of the guidelines we all should keep in mind:

1. Throughout your term at doodleblue, set up 1-1 discussions with the management and understand where your career can go. This way it is no surprise to the management that you're not happy and no surprise to you that the management isn't happy with your work.

2. Being transparent is of mutual interest. We want to make the Exit smooth and also something that works for both.

3. Do NOT send in a resignation email before talking to the management and giving a casual heads up at least a few months prior. Resignation emails without a chat are not encouraged and are seriously frowned upon.

4. We understand that everyone has personal priorities and so does the management, and hence it is very important to respect the relieving procedures that can happen on a case by case basis and depending upon the project deliverables.

Employee Separation Process Guidelines:

If an employee resigns:

• He/She needs to serve a notice period of 3 months. In case the employee leaves the organization without serving the full notice period he/she will need to pay the company an amount equivalent to the unserved notice period.

• During the notice period, he/she needs to conduct a smooth handover of his or her current responsibilities. The company reserves the right to extend the notice period if the employee goes on leave during the notice period.

• He/She needs to submit the company’s assets to the respective departments, and clear dues before leaving the organization for further process of his/her leaving/experience certificate & full and final settlement. Paperwork will be completed within 2 weeks of Exit once all dues are cleared. FnF will be processed within 45 days of the employee’s last working day.

Leaves during Notice period:

• The employee is not allowed to take any leave during the Notice Period.

• In exceptional cases, the employee may be allowed to avail leave, provided has sufficient leave balance with prior approval from Reporting Manager. In that case, the last working date will be extended by the number of leaves availed.

• No encashment of leaves/buy-out of leaves is applicable.

Retention Process - Resource Allocation Manager

• Employee sends resignation mail to rgt@doodleblue.com, cc to Tripti.

• Resource Allocation Manager will have the first level of discussion with the employee to understand the reason for exit and tries to address the concerns.

• Second level of discussion will happen within 15 days of resignation with the core team and the last working day will be given to the employee based on project dependencies.

• Resource Allocation Manager will then initiate the exit process.

Exit Process - Owner - Resource Allocation Manager ( Rexton )

• Resource Allocation Manager will share KT document, once last working day is confirmed

• Employee should submit the KT document and inform PM to approve the document -- 7 days before last working day.

• Resource Allocation Manager will send the exit form and collects necessary details on the last working day

• Paperwork will be completed within 2 weeks of exit once all dues are cleared. FnF will be processed within 45 days of the employee’s last working day.