Policy Manual sample

MDT Home Health Care Agency, Inc. TERMINATION OF EMPLOYMENT POLICY: Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons are routine. The following examples of some of the most common circumstances under which the employment relationship is terminated. PROCEDURE: A. Resignation – Employment termination initiated by an Employee who chooses to leave the organization voluntarily. A proper notice is necessary to remain in good standing and receive unused benefits. B. Termination – Employment termination initiated by the organization regardless of cause. · Employees whose conduct or performance warrants termination may be suspended pending investigation of the misconduct to determine if discharge is appropriate. · The Administrator and the Human Resource Department will review all terminations to ensure that a thorough investigation was conducted. · The agency may terminate any employee for unsatisfactory performance, gross negligence, excessive absenteeism, violation of agency policies or misconduct that may reflect adversely on the agency and/or jeopardize the well-being of patients. · In instances of gross misconduct (including, but not limited to, theft, insubordination, falsification of time records or patient records, falsification of application for employment, active substance abuse or violation of professional code of ethics), an employee can be terminated without notice and no accrued PTO will be paid. C. Inactive Payroll Status – Involuntary employment termination initiated by the organization for non-disciplinary reasons. D. Retirement – Voluntary retirement from active employment status initiated by the Employee. Proper notice is required. E. Reduction in staff -- In the event a reduction in staff is required, the agency may lay off an employee without cause. Lay-offs are final when approved by the President and are not subject to appeal. F. The Employee’s Supervisor or Director of Nursing, Clinical Manager will schedule an exit interview at the time resignation notice is given. The exit interview will offer an opportunity to discuss each issue, reason for leaving, benefits, conversion privileges, repayment of outstanding debts to the Company and the return of property. Employees on inactive status will not require an exit interview. G. Employees are responsible for all property, materials, or written information issued Home Health Agency. - - Personnel/Operations Policies B-49