The legal side of things: Your state may have laws that dictate what you’re permitted to do with “abandoned” property, but in practicality there’s rarely a need to go down that complicated path.
Now for the human approach: If they gave you their 2 week notice its only polite to help them out. You should always start with letting the ex-employee know that something was left behind as soon as you notice it. You’ve got their contact information, so a phone call, text message, or email is all that’s needed. Most of the time it simply slipped their mind and they’ll arrange a way to retrieve the items ASAP.
But what happens when you can’t get a hold of them? Or they say they’re coming to pick things up but they never show? This is where practical solutions come into play.
If you’re waiting for them to pick up the snacks they left in their locker and it’s been a few weeks, you’re probably safe to throw the snacks out.
If they left a sweater and you know they’re close friends with another employee, you can allow that employee to bring the sweater to the former employee the next time they get together.
Our guidance is a little different if the items left are valuable (jewelry, credit cards, a purse, etc.). In that case, we don’t recommend ever getting rid of them, or entrusting them to someone else to take care of returning the items.
Use the contact information you have to arrange a time for the employee to pick up their items, or other arrangement. Be sure you are documenting each step you take in trying to take care of this.
If this doesn’t yield results, we recommend being proactive about the item’s return. Reach out in writing one last time and let the former employee know that if you don’t hear from them by a certain date you will be mailing the items back to them. In this communication, include the address you have on file for them.
Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance based on applicable local, state, and/or federal U.S. employment law that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.
A Blog Written by CEDR, written by HR Experts to help you run your practice.
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