sumitting resignation letter via email?

[Ms.RN]

Do you guys think its unprofessional to submit resignation letter via email or do you think it should be done in person?

[caliotter3]

The return receipt provides you with proof that your resignation letter was received. If you want to go all the way, send the letter with restricted delivery to the name of the person you want to receive it.

[belgarion]

The return receipt provides you with proof that your resignation letter was received. If you want to go all the way, send the letter with restricted delivery to the name of the person you want to receive it.

On a few occasions when I was in mangement we sent registered letters with return receipt requested to employees informing them that they were on final notice or that they were being terminated for cause. When the case went to court, their lawyers argued that all the return receipt proved was that SOMETHING was sent by us to the employee but there was no proof of WHAT. The court agreed and we were forced to take the employees back. The same thing could work in reverse if the circumstances of an employee leaving ever came into question.

Like I said earlier, get documentation, signed if possible, but a copy of an e-mail if not.

[Meriwhen, ASN, BSN, MSN, RN]

E-mail should not be used as the only method of resigning--then it's not very professional, IMO.

Use it in conjuction with a hard-copy resignation letter which should be hand-delivered to your HR office. For both e-mail and the letter, be sure not only to send/CC your immediate supervisor a copy of the letter and e-mail, but yourself as well.

[krstxn]

Just send a text message--KIDDING

I would do both like others mentioned(e-mail & hard copy), that way you have proof it was sent.

[caliotter3]

On a few occasions when I was in mangement we sent registered letters with return receipt requested to employees informing them that they were on final notice or that they were being terminated for cause. When the case went to court, their lawyers argued that all the return receipt proved was that SOMETHING was sent by us to the employee but there was no proof of WHAT. The court agreed and we were forced to take the employees back. The same thing could work in reverse if the circumstances of an employee leaving ever came into question.

Like I said earlier, get documentation, signed if possible, but a copy of an e-mail if not.

Offices usually put the certified number used on the letter or document itself. Matching the document to the certified number should be sufficient. At least more sufficient than using email. Furthermore, you can not force anyone to sign something. We had a boss like that. She was that stubborn. When something is not signed for, the post office will return it and the sender has to figure out something else. I guess that is how process servers make their fee.

[TDCHIM]

Furthermore, you can not force anyone to sign something. We had a boss like that. She was that stubborn. When something is not signed for, the post office will return it and the sender has to figure out something else. I guess that is how process servers make their fee.

Exactly so. My husband has a relation who made a habit of refusing to sign for certified letters dunning him for past-due bills. He was the boss at his particular location so it didn't hurt him in management's eyes, as no one higher up the food chain witnessed these moments. Truly responsible behavior, I might add.

I would therefore still endorse the idea of delivering it to the boss personally and by email, as long as the OP makes sure the email is blind-carbon-copied to a personal email account and details of the in-person delivery (date, time, whether the individual was present, any comments made, etc.) are written down and kept for future reference. If the email system gives you the option of notification when the receiver opens the message, that information would clearly be helpful too.