Policy: 339
Employment Termination, Resignation, Discharge or Layoff
Procedure:
Termination of employment is inevitable within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:
- Resignation – voluntary employment termination initiated by an employee. The employee should submit a written letter of resignation which gives specific reasons for their resignation. The written letter may be addressed to their supervisor. It will be up to the Executive Direrctor to decide if there is a need to work a notice. This decision will be based on the needs of the agency
- Discharge – involuntary employment termination initiated by the organization. The Executive Director will decide if notice of more than 15 calendar days should be given to an employee who is being discharges or laid off.
- Layoff – involuntary employment termination initiated by the organization for non-disciplinary reasons. The Executive Director will decide if notice of more than 15 calendar days should be given to an employee who is being discharges or laid off.
- Retirement – voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.
MDCBDSN will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to MDCBDSN, or return of MDCBDSN-owned property. Suggestions, complaints, and questions can also be voiced.
Since employment with MDCBDSN is based on mutual consent, both the employee and MDCBDSN have the right to terminate employment at will, with or without cause, at any time. Employee benefits will be affected by employment termination in the following manner: All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.
When an exit interview form is not obtained from an ex-employee before he/she departs from the Board, the Human Resources Administrator, should send the ex-employee the Exit Interview Form, together with a stamped, return address envelope.