312 - EMPLOYMENT TERMINATION
The Company is an ‘at-will’ employer. This means that employees join the Company voluntarily and are free to resign, at any time, with or without cause. By the same token, the Company may end the employment relationship with or without cause or notice. At no time is the employment relationship with the Company to be considered an express or implied contract of employment.
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine.
Resignation - voluntary employment termination initiated by an employee.
Termination - involuntary employment termination initiated by the Company.
Even though employment with the Company is at-will, the Company requests a minimum of a two-week written notice (to be given to the direct Supervisor) by any employee who intends to resign, otherwise they may be deemed ineligible for rehire. Resignation without the benefit of advance notice may also delay receipt of their final paycheck. It is vitally important that the departing employee’s Supervisor notify the Human Resources department as soon as possible to ensure that the offboarding process is executed appropriately.
If an employee leaves the Company in good standing, they may be considered for re-employment.
All benefit coverage ends at the end of the last month worked. The Company’s third-party COBRA administrator will initiate the appropriate notification to the former employee, to let them know about their benefit continuation rights.
Regardless of whether the separation was voluntary or involuntary, final pay will be made in accordance with applicable state wage and hour law.
Upon termination for any reason, employees must return all Company property in their possession immediately. Equipment must be returned during business hours to the office where employed. Failure to return Company-owned property will be considered theft, and the matter may be turned over to the police.
Staff. On the day of separation, the employee must meet with a Human Resources representative or their Department Manager to complete a termination checklist and ensure that all equipment, keys, credit cards, etc. have been returned to the Company.
@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.