Due to a payroll processing error, a bus monitor in Nashville, TN, quit her job yet still received a paycheck for an additional eight weeks.

When asked how it could happen, a spokeswoman for the school district simply said, “It didn’t get communicated to the person in payroll.”

Eventually, someone noticed the error, MSNBC reports. No word on how much money was paid, or if the district will try to recover it.

The worst part: School officials say the district may need to cut up to $15 million from next year’s budget. So, like at most employers these days, every penny counts.

This news comes less than a week after it was a reported a bus driver in the district was caught stealing more than $9,000 worth of gas for her personal car.

Question:
We’ve heard strong rumors that one of our employees is getting ready to resign to go to work for another company. So, what’s the best approach to take if the employee offers a resignation?

In the past, we’ve let most employees work out their last two weeks after they’ve offered the resignation, but we’re not sure that’s the right course of action.

What is the best approach?

Answer:
It depends on a number of factors, according to HR pro Susan Heathfield. But you generally can make the decision by answering some questions about the circumstances:

Consider letting the employee work the two weeks if –

• the staffing need demands it, and
• the employee is leaving on good terms

Consider letting the employee go immediately if –

• the “next job” is with a competitor
• the manager involved suspects the employee won’t accomplish much by staying, or
• the employee has a history of problems with performance or conduct