Employment Exit & Re-Application Policies – vorza360
At vorza360, we aim to ensure professionalism, fairness, and transparency throughout the entire employment cycle, including exit procedures and opportunities for re-application. The following policies outline our approach to resignations, terminations, and future applications.
1. Cool-Off Period (Re-Application Policy)
- Candidates who are selected for onboarding but voluntarily choose not to continue or withdraw after being offered a role must observe a mandatory cool-off period of 3 months before reapplying.
- This policy is designed to:
- Ensure fairness for other applicants.
- Reduce disruptions in recruitment and onboarding.
- Emphasize commitment and seriousness from candidates
- After the completion of the cool-off period, individuals are welcome to apply again for the same or a different role. Each new application will be considered independently, without preference due to prior selection.
2. Termination Policy
vorza360 reserves the right to terminate employment during any stage of service — whether in the trial period, probation period, or confirmed employment — based on performance, behavior, or organizational needs.
Key Guidelines:
- Termination will follow the notice period requirements, or salary in lieu of notice, as stated in the employment contract.
- Employees terminated due to misconduct, poor performance, or violation of company policies will be recorded as “Not Eligible for Rehire.” Such employees will not be considered for any future employment opportunities with vorza360.
Grounds for Termination (not limited to):
- Consistent failure to meet performance expectations.
- Misconduct, including but not limited to harassment, dishonesty, or violation of workplace rules.
- Breach of confidentiality or misuse of company property and information.
- Repeated absenteeism, chronic lateness, or disregard for professional discipline.
3. Resignation Policy
Employees are free to resign from their role by following the proper procedure. This ensures a smooth transition for both the individual and the company.
Procedure:
- A resignation must be submitted in writing (formal letter or email).
- Employees must serve the notice period outlined in their employment contract unless management explicitly agrees to waive it or accept compensation in lieu of notice.
- Before the last working day, employees are required to:
- Complete proper handover of duties and responsibilities.
- Return all company assets (e.g., laptop, ID card, access devices).
- Clear any outstanding obligations as part of the official clearance process.
Eligibility for Final Documentation:
- Only employees who complete the resignation process properly will be eligible to receive experience letters, relieving letters, or service certificates.
- Employees who resign before completing their probation period may:
- Lose eligibility for confirmation as permanent employees.
- Be denied certain benefits (bonuses, gratuities, or long-term service perks).
- Face restrictions on reapplying, subject to management’s discretion.
4. General Principles
- All exit-related processes are handled with respect and confidentiality.
- Employees are encouraged to provide feedback during the exit process to help improve workplace practices.
- The company remains committed to fair treatment, while also protecting business continuity and organizational integrity.