At WisdmLabs, we operate as a fully remote organization built on trust, accountability, and proactive communication.
Because we work remotely, timely communication becomes even more important. If you are considering leaving the organization, you are expected to inform and discuss your intent with your Manager in advance before making a final decision. Early conversations allow room for clarification, support, or possible resolution.
Whether separation is voluntary or initiated by the company, we are committed to handling it with transparency, fairness, professionalism, and respect.
1. Voluntary Exit (Resignation)
If you choose to move on, we respect your decision and aim to ensure a structured and seamless remote transition.
1.1 Resignation Process
As a remote-first company, clear written communication is essential.
If you decide to resign, you must:
- Inform and discuss your intent with your Manager in advance (via scheduled call).
- Submit a formal resignation email to your Manager and HR.
- Raise the resignation request on Keka.
- Connect with HR to understand notice period expectations, transition planning, and final settlement details.
Open communication ensures smooth planning across distributed teams and time zones.
1.2 Notice Period & Remote Handover (Minimum Requirement)
A minimum 2-month notice period is mandatory for full-time employees.
This is the minimum requirement and must be served unless otherwise approved in writing by HR and management.
During the notice period, you are expected to:
- Complete structured knowledge transfer sessions (recorded where required).
- Share documented SOPs, credentials (as per IT policy), and task trackers.
- Conduct remote training sessions for your replacement (if applicable).
- Ensure all project files, documentation, and access details are updated in shared systems.
Since we operate remotely, incomplete documentation or informal handovers are not considered sufficient.
1.3 Leave During Notice Period
- Leave is not permitted during the notice period.
- In case of emergency leave might be permitted against extension of your notice period.
This ensures continuity and avoids disruption in distributed teams.
1.4 Exit Interview & Offboarding
HR will schedule a virtual Exit Interview before your last working day.
This conversation is confidential and helps us improve our work culture, leadership practices, and systems.
1.5 Asset Return (Remote Process)
As a fully remote company:
- employees have to ship or raise a request to return the device coordinate courier pickup (any cost will be reimbursed )of company-issued assets (laptop, monitor, mobile device, etc.).
- Employees must ensure assets are returned in good working condition.
- System access, email accounts, and internal tools will be deactivated on the last working day (or earlier if required).
Failure to return assets may delay final settlement.
1.6 Payments & Final Settlement
In your exit interview, you will be told about your payables and final settlement terms.
You will receive:
- Salary for all days worked until your last working day.
- Approved reimbursements (submitted before LWD).
- Leave encashment (if applicable).
- Variable pay, as applicable, as per company policy
- Adjustments such as pay in lieu of notice or recoveries.
- Tax related documents (eg.form16)will be shared on their personal email mid June in the next financial year.
Final settlement will be processed within one month from the last working day, after clearance of assets and documentation.
Relieving letter and experience certificate will be issued post completion of clearance formalities, completion of handover and after approval from the manager.
Once the settlement has been made we will share the final settlement breakup all payable + variable pay which will be calculated as per company policy on your personal email as well.
2. Termination of Services (For Misconduct)
WisdmLabs maintains strict standards of ethical conduct and data security, especially in a remote work environment.
Termination due to misconduct may occur in cases including, but not limited to:
- Breach of employment contract
- Data misuse or confidentiality breach
- Fraud or illegal activities
- Harassment or discriminatory behavior (including virtual misconduct)
- Unethical or immoral conduct
- Intentional damage to company systems or assets
- Repeated policy violations
2.1 Disciplinary Process
We follow a structured, documented corrective approach:
Stage 1: Verbal Warning (Virtual Discussion)
Discussion with Manager; HR documentation maintained.
Stage 2: Written Warning
Issued if no improvement within 3 weeks.
Stage 3: Final Written Warning
Formally documented in personnel records.
Stage 4: Suspension or Termination
Applied if improvement is not observed or in cases of gross misconduct.
Termination requires:
- Proper documentation
- HR review
- Consultation with senior management
- Formal written authorization
2.2 Absconding Policy :
If an employee is absent from work without prior intimation or approval for a continuous period of 3 working days, it will be treated as absconding. The company will attempt to contact the employee through registered communication channels. If there is no response within 3 working days, it will be considered a voluntary abandonment of employment. In such cases, the employee may be subject to disciplinary action, including termination without notice, forfeiture of notice period benefits, and recovery of any dues as per company policy they will not receive any documentation and payable.
3. Involuntary Separation (Non-Misconduct Related)
In some cases, separation may occur due to organizational or performance-related reasons. These may include:
- Continued performance concerns despite support
- Role redundancy
- Project closure
- Business restructuring
- Strategic changes
3.1 Performance & PIP
If performance concerns arise, the employee will generally be placed on a Performance Improvement Plan (PIP) before separation.
The PIP will clearly define:
- Performance gaps
- Measurable expectations
- Support provided
- Review timelines
If improvement is not achieved within the defined period, separation may be initiated.
3.2 Notice Period for Involuntary Separation
- Permanent employees: 2 months’ notice
- Interns & probation employees: 1 month’s notice
However:
- The notice period may be reduced if a complete remote handover is completed earlier and approved by your manager.
- If prior written warnings or PIP documentation exist, the notice period may be adjusted accordingly.
- Any such adjustment will be formally communicated in writing.
It is vehemently recommended that you do not negotiate the notice period, especially in the absence of prior notice. We work in good faith, thinking that you will continue with us and allocate work accordingly. A sudden decision to exit can put our deliverables at risk and is a situation we want to avoid.
4. General Guidelines
- HR oversees the entire remote offboarding process.
- Access to company systems, repositories, and tools will be revoked on or before the last working day.
- All company assets must be returned before official documentation is released.
- Full & Final Settlement (F&F) will include salary dues, leave encashment (if applicable), reimbursements, and any recoveries.
- F&F will be processed within one month from the last working day, subject to successful completion of clearance procedures.
Closing Note
At WisdmLabs, distance does not reduce professionalism or respect. We believe in responsible transitions, dignified exits, and maintaining long-term professional relationships.
We value your contribution and wish you success in your next journey.