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When an employee resigns, managers should consider three key points. First, determine if the resignation can be accepted immediately or if further steps are needed to confirm the employee's intention, especially if the resignation was made in a moment of anger. Second, check if the employee has provided the required notice as per their terms and conditions, and understand the options available if they haven't. Third, assess long service leave eligibility, noting that pro rata payments may only apply if the employee has served long enough and that they may lose this entitlement unless the resignation meets certain exempted conditions.
