TARRY HOUSE, INC.
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Subject: Separation of Employment |
Procedure
Number: H.R. 08 |
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Site: Tarry
House and Tarry House Respite |
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Issued By: Executive
Director |
Effective: |
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Approved By: The
Board of Trustees |
Revised: |
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Reference Policy: HR
001; HR 007 |
Reviewed: |
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Standards
Reference: |
CARF: Section 1-
F,G, H ODMH: 5122-30-20 |
Approved: |
I.
Purpose
To ensure that employees are
informed of the procedures and corresponding forms that have been developed to
promote consistent treatment of all employees.
A separation of employment occurs whenever an employee is separated for
any reason from employment with Tarry House, Inc. No employee’s employment is terminated for
any reason without the approval of the Executive Director.
II.
Policy and
Procedure
Separation of employment can be classified into two general categories; voluntary and involuntary. The employee’s supervisor and the Executive Director are responsible for thoroughly investigating the circumstances before the decision to terminate employment is made.
When possible, the Executive Director will conduct an exit interview for all exiting employees.
A.
Voluntary Separation
of Employment
1. Resignation (with or without notice)
Employees are expected to give the agency adequate notice of their intention to resign in writing, which includes reason(s) for the resignation. The generally accepted time period for a notice is two weeks for paraprofessional positions and three weeks for professional positions. Resignations without advance notice will normally disqualify an employee from being rehired, and the personnel file will indicate “Not eligible for Rehire”. In addition, employees who may seek to be rehired at a later date are expected to complete all job responsibilities. Lastly, the use of sick/personal time during the notification period will be considered to determine “rehire” eligibility.
2. Failure to return to work from an approved
Leave of Absence
If the employee fails to report in within three (3) days of the leave’s expiration date, this is considered job abandonment and the employee’s employment will be terminated. For record keeping purposes, the termination date is the date on which the employee was scheduled to return to work. The employee will normally be disqualified from being rehired and the personnel file will indicate “Not Eligible for Rehire”.
3. Failure to report or call in for three (3)
consecutively scheduled work days
For record keeping purposes in
reference to job abandonment, the date of separation of employment (termination)
is to be the third consecutive day the employee fails to report or call
in. The employee will be disqualified
from being rehired and the personnel file will indicate “Not Eligible for
Rehire”.
B.
Involuntary Separation
of Employment
1. Documentation
No employee is to be involuntarily separated from employment without the proper written documentation and approvals supporting the action.
2. Investigatory Suspension
For instances of serious misconduct, an employee can be placed on an unpaid investigatory suspension, normally not to exceed five (5) business days. This time is to be utilized to obtain additional facts and/or obtain the necessary approvals to make the decision to discharge. Again, the involuntary separation of employment will not occur without the proper approval from the Executive Director. If the employee is completely exonerated after the suspension, the employee shall receive whatever pay he/she would have earned during the suspension period. If any type of progressive discipline is initiated the employee will not be paid for the suspension period.
3. Examples of Involuntary Separation of
Employment
a) Inability to Meet Performance Standards of the Job
1) It is the Agency’s intent to correct the
performance deficiencies through the Progressive Discipline Procedure. However, if the required standards are not
met within the established timeframe, separation of employment may result.
b) Violation of Work Rules or Agency Policy
1) Minor offenses as outlined in the Code of Ethical Behavior policies will be addressed through the Progressive Discipline procedures.
2) Major offenses may result in fewer counseling steps or immediate discharge. (See Standards of Conduct and Code of Ethical Behavior policies).
c) Reduction in Workforce
1) Infrequently, but usually due to reorganization or poor economic conditions, job positions may be eliminated. In this event, every opportunity will be made to reassign the affected employee to another position for which that person is qualified. If a position is not available, the employee will be separated from employment.
d) Maximum Leave Time
1) Employees who have been absent from work for six (6) continuous months, for any reason, may be separated from employment. The employee may re-apply for an available vacant position in the organization in the event they are interested and qualified for the position. If the person is rehired, they will be treated as a new employee for benefit purposes.
C.
Payments at Separation
of Employment
1. Paid: accrued but unused vacation.
2. Unpaid: personal days, holidays beyond last day worked, unused sick or flex time.
D.
Effective
Date of Separation of Employment
1. The last day actively at work will
constitute the effective date of separation of employment.
E.
Use of
Vacation and/or Personal Days off During Employee’s “notice period” after
resignation.
1. Hourly employees are expected to provide a two-week notice when resigning from Tarry House. Professional employees are expected to give a three-week notice.
2. Any previously approved (via signed request for absence from work) may be taken.
3. The maximum number of vacation or personal days taken during the notice period shall not exceed the equivalent of one (1) day per week of notice (e.g., an individual giving two weeks of notice may take a cumulative total of two days off). The days off may be at the discretion of the immediate supervisor.
F.
Discharge of
the Executive Director
The Executive Director is appointed by the Tarry House Board of Trustees and serves to ensure the mission of Tarry House Inc. is carried out. The Executive Director may be removed from his/her position by a ¾ vote of the Board of Trustees. An Executive Director removed from his/her position is subject to the same Grievance/Appeals procedure and personnel guidelines as any other employees of Tarry House, Inc.
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Executive Director Date