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RESIGNATION & TERMINATION POLICIES

 

Policy brief & purpose

Our Resignation policy presents guidelines for handling resignations at our company. Voluntary separations happen occasionally, and we want to ensure that our company appropriately handles them and maintains a smoothly-running workplace.

Scope

This policy applies to all of our employees. A “resignation” occurs when an employee voluntarily informs their manager that they will stop working for our company.

What is a voluntary termination?

Job abandonment, which is failure to show up for work for [two] consecutive work days without giving any notice, is also considered resignation (or voluntary termination.)

Policy elements

Notice of resignation

Resignations via text messages are not acceptable. The advance notice period starts from the moment an employee submits an official notice. They are required to inform their managing supervisor.

Voluntary Resignation

Voluntary termination of employment occurs when an employee submits a written or verbal notice of resignation, including intent to retire, to his or her supervisor or when an employee is absent from work for two consecutive workdays and fails to contact his or her supervisor (job abandonment).

Procedures

1. Employees are requested to provide a minimum of two weeks’ notice of their intention to separate employment. The employee should provide a written resignation notification to his or her manager.

2. Upon receipt of an employee’s resignation, the manager will notify their supervisor by sending a copy of the resignation letter and any other pertinent information (e.g., employee’s reason for leaving, last day of work).

3. The manager and supervisor will coordinate the employee’s departure from the company. This process will include the employee’s returning all company property, a review of the employee’s post-termination benefits status and the employee’s completion of an exit interview.

4. Employees who possess any security information related to the company’s online services must meet with the owner’s personal assistant for debriefing no later than 1 day before their last day of work.

Payment in lieu of resignation notice

Sometimes, employees who quit may be asked to stop working immediately instead of remaining until the end of the notice period. If this happens, they will receive their payment for the hours they have previously worked 1 day after giving notice.

Final Pay

An employee who resigns or is discharged will be paid through the last day of work on the following payday unless otherwise agreed upon with the owner and payroll manager. An employee who fails to complete steps 1, 3, and 4 of the above procedures is subject to forfeiting their paycheck. In cases of an employee’s death, the final payment due to that employee will be paid to the deceased employee’s estate or as otherwise required under state law.

Return of Property

Employees must return all company property at the time of separation, including uniforms, cellphones, keys, laptops, and identification cards. Failure to return some items may result in deductions from the employee’s final paycheck. In some circumstances, Family Chiropractic & Wellness may pursue criminal charges for failure to return company property.

Exit Interview

The employee’s manager and the owner will contact an employee who voluntarily resigns to schedule an exit interview on the employee’s last day of work. Failure to complete an exit interview will eliminate employees from future rehiring, positive referencing for future jobs the employee will apply for and result in negative standing with the company.

Exit Interview Questions will be as follows:
1. Why are you leaving or why did you begin searching for other job opportunities?
2. What could we have done better? What could we have done to keep you here?
3. What qualities do you think we should look for in your replacement?
4. What was the best and worst part of your job?
5. Do you have any other questions or concerns you’d like to address?

Forced Resignation

Employees have the right to resign when they want and at their own free will.

We reserve the right to terminate employees when they don’t adhere to our policies or the law, or those who place our company at risk.

Termination

Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully.

We may terminate an employee either for cause or without cause.

  • For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards or causes damage or financial loss to our company.
  • Without cause termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts.

If you manage team members, avoid wrongful dismissal. When you terminate an employee for cause, we expect you to be certain you made the right choice and keep accurate performance and/or disciplinary records to support your decision.

Eligibility for Rehire

Employees who leave Family Chiropractic & Wellness in good standing with proper notice, return of property and a completed exit interview may be considered for rehire. Former employees must follow the normal application and hiring processes and must meet all minimum qualifications and requirements of the position, including any required qualifying exam.

Employees who are involuntarily terminated by Family Chiropractic & Wellness for cause or who resign in lieu of termination are ineligible for rehire. In addition, employees who resign without providing adequate notice or who abandon their job will not be considered for rehire.

References

When we terminate employees, we may provide references for those who leave in good standing. This means that employees shouldn’t have been terminated for cause. If you are laid off, you may receive references. Please ask your manager.

If you resign, you may ask for references and your manager has a right to oblige or refuse based on the process and events of your resignation or termination.