Voluntary Separation

7.1

VOLUNTARY SEPARATION

Because employment at ____ is based on mutual consent (at will) either ____ or the employee may terminate employment at any time.

Occasionally, personal affairs result in an employee's decision to change jobs. If you decide to leave your present job please talk with management. While we hope a solution to your career requirements can be met, if it becomes necessary to resign, please give ____ at least a two (2) week written notice. Employees who hold supervisory positions are encouraged to provide a 30-day notice. This will allow us time to adjust working schedules, secure a replacement, and or make alternative arrangements for patients. This act of courtesy will be entered favorably on your employment record and enhance your eligibility for termination benefits and future employment.

____ reserves the option to require the employee to leave the company immediately rather than work the notice period. This is not to be construed as a reflection upon the employee’s integrity but rather an action in the best business interest of the company. When this option is exercised, the employee may receive at the company’s discretion pay “in lieu of notice”. Maximum compensation is regular pay for the length of the requested notice or the remaining time of the notice period.

Accrued vacation time is paid out to an employee upon termination except in circumstances of gross misconduct as determined by the practice. Vacation may not be used in lieu of notice.

Your insurance plans may remain in effect through the end of the month in which employment was terminated (See management/Group Health Insurance Continuation).

When an employee who has resigned their position at _____ is re-employed they will be considered a new employee from the date of re-employment if they have been away more than 30 days. The employee's prior service is not counted toward benefit accrual. Re-employed employees must update personal information by completing another employment application. Typically, if the employee separation is less than six months the rehired employee may not be required to go through reorientation or the 90-day introductory period. Participation status in welfare benefits is determined by the terms of each plan document.

The employee will be issued a final paycheck. Employees should complete all necessary paperwork, return any identification badge, uniform, office keys, loaned equipment, and any other items entrusted to them, and participate in any requested exit interview. Any balance owed to ______for advanced paid vacation, cost of replacing lost or damaged practice property in the employee’s possession may be deducted from the employee’s final paycheck.

7.2

TERMINATION OF EMPLOYMENT – DISMISSAL

Discharges are always unpleasant and costly, so you can be sure they will not be considered lightly. If, however, discharge becomes necessary, advance notices may or may not be given depending on the circumstances surrounding the termination. The employment relationship can be terminated by either party at will.

Accrued vacation time is paid out to an employee upon termination except in circumstances of gross misconduct as determined by the practice. Vacation may not be used in lieu of notice.

Terminated employees are not eligible for re-employment with _____.

7.3

7.4

REDUCTION-IN-FORCE/HOURS

From time to time, work force or work schedule reductions are necessary in response to fluctuations in patient and other work volumes and economic conditions. If for some reason it becomes necessary to reduce the number of employees at _____, lay-offs will be made, at management’s discretion, in a manner which will assure employees most vital to the continued operation of the practice will remain. This may require employees with greater years of service to be laid off before employees with lesser years of service. While the following list is not all inclusive, some of the criteria which may be taken into account will be an employee's job classification, employee classification, location, experience, skills, abilities, performance, conduct, and attendance record. When all factors are equal the employee with the longest service will be retained. The same shall apply to any recall or restoration of reduced work hours. Management will attempt to provide affected employees with as much advance notice to the extent practical and possible.

During a reduction-in-force, length of service will not be broken for up to a maximum of 90 days. Eligible employees may decide to continue health insurance coverage by making arrangements for payment of premiums (subject to state law). Employees may also be covered for the remainder of the month during which the RIF occurs (See management for details).

Employees who are laid-off for longer than 90 days will lose any seniority status unless otherwise authorized by management.

Employees laid-off are expected to keep _____ informed of their correct address and phone number so they may be notified if and when to return to work. Any notices to return to work will be made to the employee's last known address or phone number. Employees who fail to return to work within three (3) days after receiving a recall notice are assumed to be disinterested and will be considered as a resigned employee.

7.5

RE-HIRE POLICY

Former employees who left with a satisfactory record are eligible for consideration for re-hire. Former employees who were terminated will not be considered for rehire.

When an employee who has left their position at _____s re-hired, they will be considered a new employee from the date of re-hire if they have been away more than 30 days. The employee's prior service is not counted toward benefit accrual. Re-hired employees must update personal information by completing another employment application. If the employee separation is less than six months, the rehired employee may not be required to go through reorientation.

DoctorsManagement/Human Resources / August 2004 / Your practice name