Employee Termination Request: Fill & Download for Free

It means that the service termination request (resignation) was initiated from your end and not from the company end; managed attrition or exit on the other hand means that the employee was asked to leave the company due to factors like - performance issues, behavioral issues, compliance issue, Unsatisfactory Back Ground Check (BGC) Results etc.

The simple answer is: You cannot determine this.Exceptions:The person calling you could simply tell you where they are.Law enforcement agencies can request this location information from the carrier though. In most countries, it requires a specific court-authorized request (in the US: a subpoena).Authorized technicians at the carrier can often access their LBS systems for a phone’s location. However, the purpose must be legitimate. For example, for network support, debugging LBS problems, etc. Any other use (e.g., access for another unauthorized person) is usually illegal and a violation of policies that could quickly lead to employee termination.The calling phone is an M2M or IoT application that transmits its location as part of its normal function and operation - usually via SMS or IP data, not voice (but I can see such applications being deployed too).

Not in the United States. This question has been fleshed out in the courts thanks to Walmart. Years ago, department managers (hourly employees) would voluntarily wander in on their free time and clean up their departments (like on Sundays when they did shopping as they all used to have weekends off). Later on a department manager was passed over for a promotion because her department wasn't as clean as her peers. She sued and won.In the court hearing, she claimed that she was the only department manager who refused to ever do work off the clock. When she said that to her store manager, he replied that “Everybody else did what it took to get the job done.” She claimed that it was an unfair advantage. The store leadership team claimed that they never put such pressure on employees and in fact weren't responsible for what people did on their time off.Under cross examination the store manager and district manager were asked if it were acceptable for an employee to work off the clock. They said no. Then they were asked if they'd ever told employees never to work off the clock. They said yes. Then they were asked if they'd ever terminated an employee for working off the clock. They said no.Clincher! Game over and they knew it. Why? It comes down to American corporate norms and the long held legal view that: “a rule that is not backed up with both the threat of corrective action AND a consistent track record of corrective action is not a bona fide rule.”Walmart lost the court case and had to pay millions in fines and class action money. The reason? “An environment where employees are allowed to work for free creates an environment where other employees feel pressured to work for free to be considered good performers. This deprives them of their rights and an even playing field when it comes to annual appraisals and opportunities for promotion.”No employer is permitted —even if you offer it voluntarily— to ever allow an employee to work for free. I was there when Walmart lost the lawsuit on this matter. I saw managers written up for not forcing employees to take their breaks. I saw managers fired for allowing unpaid labor to happen in their store.