(a.k.a. “The Breakup Rules”)
Progressivebyte Ltd. #

1. Resignation – When You Break Up With Us #

• Wanna leave? Cool. Just give us a formal resignation letter/email (no sticky notes on your manager’s desk, please).
  
• Notice Period: Yeah, it’s usually 30 days—that gives us enough time to cry about you leaving, find your replacement, and snatch our laptop back before you run away with it. (Also, yes… it’s in your offer letter.)
• During notice → do your handover properly. Dumping half-finished tasks on teammates = not cool.
  
• Oh, and don’t just “ghost” us. This isn’t Tinder. Walk out properly.

2. Termination – When We Break Up With You  #

Sometimes, sadly, it’s not you… it’s definitely you. Reasons we might terminate you: #

• Consistent poor performance (a.k.a. “you tried, but not really”).
• Policy violations → skipping scrums, leaking data, stealing company assets (yes, even stationery counts).
• Serious misconduct → harassment, fraud, or basically anything that makes HR say “nope.”

Termination = formal notice + final paycheck + no hard feelings (okay, maybe a little). #

3. Dismissal – The Dramatic Exit #

This is the “instant breakup.” No warnings, no hugs. Reasons include: #

• Theft or fraud (don’t even think about running a side hustle with company gear).
• Violence or harassment (seriously, this is not WWE).
• Leaking confidential info (clients don’t like surprises).
• Any “scandalous” activity that puts the company at risk.
  

If dismissal happens → pack your bag, return our stuff, and don’t slam the door on your way out. #

#

4. Final Settlement #

• Once you leave, HR will settle your dues → pending salary, unused leave encashment (if applicable), etc.
  
• But only after you return company property (yes, even that mouse you “borrowed”).
  
• Clearance = freedom. No clearance = no paycheck. Simple math.
  

5. The Bottom Line  #

• If you want to go → resign properly.
  
• If we let you go → take it like a pro.
  
• If you mess up badly → dismissal will be faster than your morning coffee order.