Termination of Employment Policy
HR Policies & Procedures

Termination Policy

Employers should have termination policies to ensure consistent treatment among employees whose working relationship with the organization is ending, for whatever reason. Voluntary terminations provide the employer with an opportunity to review its management practices, while involuntary terminations present a challenge to limit the employer’s liability for claims of wrongful discharge and discrimination. (See also: Employment-At-Will)
 
This policy discusses the various avenues of termination, i.e. resignation, discharge and retirement, how to calculate turnover costs, paying vacation at termination, general releases (waivers), exit interviews, return of employer property, post employment references, and COBRA.
 
Topics in this policy include:
 
· Employer Rights and Termination Considerations
· Involuntary Terminations
· Written Notice
· Accrued Vacation Pay
· Employee Absence Without Notice
· Independent Review
· Notice of Involuntary Terminations
· Advance Notification by Employer
· General Releases
· Exit Interview
· Response to Resignation
· Bonuses, Incentive Pay, and Commissions
· Return of Employer Property
· Retirees and Former Employees
· Post-Employment References
· Liability for Employment Termination
· Termination of Public Employees
· Retaliatory Discharge
· Constructive Discharge
· Release Agreements
· Separated Employee Notice and Reporting
· Wages Due at Termination
· Deductions from Final Pay
· COBRA Continuation Coverage
· Termination Procedures
· Employees Returning from Military Leave
· Basic Definitions
· Qualifying Events
· What is Not a Qualifying Event
· Family and Medical Leave Act and COBRA
· Notice Requirements
· Duration of COBRA Coverage
· Type of Coverage
· Conversion Option
· Electing COBRA Coverage
· Coverage and Payment During the Election Period
· Termination of COBRA Coverage
· Paying for Coverage
· COBRA in Mergers and Acquisitions
· Sanctions for Noncompliance

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Our policies are intended to help organizations create their own personnel policies or handbooks for distribution internally. Accordingly, you may use the Model Policies verbatim or modify them to suit the culture of your organization. Since the policy is copyrighted, we are making a special exception for this particular use. However, the policies may not be used to create or update policies for any organization other than the one buying the policy. In other words, you can’t create policies or handbooks to offer to other organizations, either for profit or free of charge. This would be considered a direct violation of our copyright.

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