Hi!
This situation will always happen in organizations that do not have clear policy and/ or employment contract, and do not orient the employee prior to their first day of work relative to their duties and organizational responsibilities.
Your Employment Contract (plus Eemployee Handbook) must clearly state the conditions of employment and the procedures for ending or terminating their employment. Without them, anyone can just walk away anytime they want and the company will be at a losing end.
In our part of the world, esp in the Employment Contract and Employee Handbook that we develop/ set up and/ or sell to our clients, these things are very clear and legally spelled out.
As a matter of fact, even our Labor Code stipulates that resigning employees must give their employees an advance 30-days notice (minimum) prior to resignation, otherwise they will lose their separation benefits, and can be sued by the employer for damages arising from a resignation without the required advance notice.
This matter must always be enforced by HR managers in their organization because of the following reasons:
1) Re-hiring good/ competent employees take time and the cost is high.
2) There is need for job/ responsibility turnover to the new staff.
3) There is a need for the resigning employee to clear himself/ herself from accountabilities, esp monetary and office equipment (e.g.laptap computer)
4) There is possibility that operation can be disrupted and the company will incurr penalties and losses, esp when the employee holds a highly technical position and training of new replacement is necessary to handle the job competently.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting