Employee Termination Policy
PURPOSE
[Company Name] has a policy of handling employee terminations professionally and
with minimal disturbance to the workplace, including both voluntary and involuntary
terminations and terminations due to the death of an employee.
SCOPE
In the event of a probable separation of employment, this employment termination
policy applies to all future or current workers of the company.
AT-WILL EMPLOYMENT
Employment with [Company Name] is voluntary, and the employee or [Company Name]
may terminate it at any time, with or without cause, and with or without notice. Nothing
in this policy should be construed to contradict, remove, or affect the employment-at-
will status of [Company Name] personnel in any way.
VOLUNTARY TERMINATIONS
When an employee delivers a written or verbal notice of resignation, including intent to
retire, to his or her supervisor, or when an employee is absent for three consecutive
working days from work and fails to contact his or her supervisor, a voluntary
termination of employment occurs (job abandonment).
Procedures
1. Employees must give a minimum of two weeks' notice of their intention to leave their
position. The employee should give his or her management written notice of his or her
resignation.
2. When an employee resigns, the management notifies the human resource (HR)
department by delivering a copy of the resignation letter as well as any other relevant
information (e.g., the reason for leaving, the final day of work).
3. The employee's exit from the organization will be coordinated by the HR department.
The employee will be required to surrender all corporate property, have an exit
interview, and have their post-termination benefits status reviewed.
4. Employees having a security clearance must have a debriefing with the security officer
no later than their last day of work.
INVOLUNTARY TERMINATIONS
A management-initiated dismissal with or without cause is an involuntary termination of
employment, which includes a layoff of more than 30 days.
Procedures
1. The employee's supervisor must request a review by the termination review panel,
which comprises the president of [Company Name], a representative from HR, and the
employee's department head, before any action is taken to involuntarily fire an
employee.
2. The termination review board will examine the circumstances and determine if
discharge is appropriate. The employee's boss and an HR representative will be notified
if the board recommends discharge. The employee's management should fill out an
employee change form and tell HR and payroll about the employee's last day of work.
EMPLOYEE’S DEATH
A termination due to an employee's death will take effect on the date of the employee's
death.
Procedures
The employee's boss should immediately notify HR after getting notification of an
employee's death.
1. All applicable beneficiary payments from the various benefit programs will be
processed by the benefits administrator.
2. The dead employee's timecard should be sent to the payroll office by the employee's
management.
FINAL PAYMENT
In accordance with state legislation, an employee who resigns or is fired will be paid
until the final day of work, with any remaining paid time off (PTO), less any outstanding
loans, advances, or other arrangements the employee may have with the employer. In
the event of an employee's death, the employee's final salary will be provided to the
departed employee's estate or as otherwise required by state law.
HEALTH INSURANCE
When an employee leaves or is fired, their medical, dental, and vision insurance
coverage ends on the last day of the month. Employees will be responsible for paying
their portion of the insurance premiums until the end of the month.
ASSET HANDOVER
Employees must return all business property, including uniforms, cellphones, keys,
laptops, and identification cards, when they leave. Where state law allows, failure to
return such goods may result in deductions from the employee's final payment. To
deduct the prices of such things from the final paycheck, an employee must sign a wage
deduction permission. In some cases, [Business Name] may pursue criminal charges if
company property is not returned.
EXIT INTERVIEW
An employee who voluntarily resigns will be contacted by HR to schedule an exit
interview on their last day of work.
CRITERIA FOR REHIRE
Employees who leave [Company Name] in good standing and with sufficient notice may
be rehired. Former employees must go through the standard application and hiring
processes, as well as meet all of the position's minimum qualifications and
requirements, including any applicable qualifying exams. Unless required by law, rehired
employees' past tenure will not be included when determining longevity, leave accruals,
or other benefits.
Employees who are fired for cause or who resign in lieu of termination by [Company
Name] are not eligible for rehire. Employees who resign without giving sufficient notice
or abandon their jobs will not be considered for rehire.
