Section 4 employee status change & separation ppt
- 1. Employee Status Change & Separation Universal Employee Handbook Supervisor’s Overview Section 4 This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
- 2. TRANSFERS and PROMOTIONS (Section 4.1) “Over 70% of people leave their jobs because of the way they are led.” ~Norman Drummond Is broadening your horizons on your radar? • Your company prefers to promote from within! • Variety of locations and services = interesting opportunities! • Continued growth will further expand opportunities. Lead your team to be the best they can be. If that means helping them to try for a new position or move to another division. Support them! What to do if interested? • Any employee wishing to pursue a promotion or transfer should make their intentions known to their supervisor and monitor open positions. • Help ensure your employees are in a role they are not only capable in, but are the best fit for both them and you. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
- 3. PARTING WAYS (Section 4.2) When an employee decides to leave of their own choice: The process? • Get it in writing. • Request notice of 2 weeks (4 weeks for supervisors); failure to complete notice could result in being ineligible for rehire. No-Call, No-Show? • An employee with 3 consecutive no-calls/no-shows is considered to have resigned. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
- 4. INVOLUNTARY TERMINATIONS (Section 4.3) When the employee leaves involuntarily your role becomes a very important one. One of the Most Common Causes of a Termination Gone Bad: Not having the proper performance review documentation to support your decision. • If for cause, the cause and any history should be documented. • If during initial probation and not related to cause; the “at will employee” statement is used. • Terminations should have appropriate review and approval prior to delivering. • In some states, a final check is required at the time of separation. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
- 5. IN THE MOMENT (Section 4.4) Remember the below when conducting the formal act of separation. • Be kind. Be respectful. • Take safety precautions: Conduct the termination meeting with another person present and ensure you have a clear path to an exit. • Collect all issued company property. • Notify IT to disable access to email and other company systems (avoid delays!) • Complete and submit the Personnel Change Form prior to the separation whenever possible. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.