Termination Policy

Our Termination Policy consists of three main areas: Resignation, Disciplinary Policies and Procedures and Unemployment Insurance.

Resignation

If you voluntarily terminate your employment with Super Simplistic Solutions, you are required to provide a written statement of resignation. The company requires a minimum of 2 weeks' notice.

You will be required to turn in to the Human Resources Director your Policy and Procedures Manual and your building security cards, keys, credit cards, and any other property belonging to Super Simplistic Solutions. Prior to departure, you will be asked to complete an exit interview.

Disciplinary Policies and Procedures

Super Simplistic Solutions is committed to ensuring the fair, equitable, and consistent treatment of its employees. The purpose of this section is to communicate some of the standards and procedures used by management in developing and implementing decisions concerning employee interests. These standards and procedures are reviewed here to provide guidance and to assure employees that discipline will be administered in a fair and consistent manner.

The intent of these disciplinary policies and procedures is to assist and encourage employees to correct their conduct and to achieve satisfactory work performance. For serious instances of misconduct, the employee can be discharged without warning.

For less serious instances of misconduct or unsatisfactory work performance, the employee can be released from employment following expiration of the final notice (see below) if there is no improvement in work performance or a correction of the instance of misconduct.

First Notice. The first notice is normally an oral notification of unsatisfactory performance. At this time, the reasons for the warning are explained to the employee by the immediate supervisor and the employee is counseled on corrective actions to be taken and how work performance can be improved.

Second Notice. The second notice is normally issued when the corrective actions specified in the first notice have not been taken and the employee's performance has not improved to acceptable standards. When a supervisor determines that a second notice is called for, he/she discusses the employee's total performance with, and obtains the approval of, the department director to initiate a special merit review with the employee. It explains the reasons for the issuance of the second notice, indicates the corrective action to be taken, and advises the employee of possible implications of continued lack of improvement. The special review notes that it is a second notice and specifies a time for the performance improvement.

Final Notice. Should the second notice period expire with the employee's performance remaining at an unacceptable level, the supervisor requests permission from the department director to conduct a final merit review. This review specifies that it is a final notice and includes a time period for improvement; it clearly states that termination will follow if substandard performance continues.

Discharge. Discharge is the separation from employment for serious breach of company policy or insubordination, dishonesty, or gross misconduct. The employee being discharged will receive a written statement either in person or by mail to an address known to Super Simplistic Solutions. However, advance notice is not required. Transfer or demotion is not used in lieu of termination. No vacation leave pay is given in the event of discharge.

The supervisor recommends discharge to the department director and Human Resources. If it is determined that discharge is in order, the department director or the manager of Human Resources meets with the employee and issues a written discharge notice. At this time, the employee is notified of his or her status as a terminated employee. A discharge requires the specific authorization of the president.

Unemployment Insurance

Unemployment compensation is an insurance plan provided under law to give you financial assistance when you are out of work. The company contributes to unemployment funds. You, as an employee, make no contribution. If you lose your job through no fault of your own, contact your nearest State Unemployment Office to determine whether or not you are eligible for benefits.