EMPLOYEE SEPARATION
If Per-Diem Status is Not Accepted: If WDLT cannot approve the request for
perdiem/substitute status, the employee's request for a status change will be treated
as an accepted voluntary resignation from their current full-time or part-time
position. This will be effective on the date specified in their original request (or a
mutually agreed-upon date). All standard resignation procedures, including the
requirement for a two-week notice period, will apply.
Upon approval, the change in employment status will become effective on a
mutually agreedupon date.
Benefits: Employees transitioning to per-diem/substitute status will no longer
be eligible for any benefits associated with their previous full-time or part-time
employment (e.g., health insurance, holiday pay, etc.) as of their last day in that
status. Human Resources will provide information regarding COBRA or other
benefit continuation options.
Paid Time Off (PTO): When transitioning from full-time or part-time status,
any accrued, unused PTO will be forfeited and not paid out. Accrual of future
PTO, including Paid Sick Leave (PSL), for per-diem/substitute employees will
be governed by applicable state laws (such as Connecticut's Paid Sick Leave
Law, depending on hours worked and eligibility criteria) and WDLT policy.
Return of Property: Employees transitioning to per-diem/substitute status
must return any company property specifically associated with their full-
time/part-time role that will not be needed for their per-diem duties (e.g.,
specific office keys, dedicated equipment). HR will clarify which items need to
be returned.
Per-diem/substitute status does not guarantee any specific number of hours or
assignments. Work will be offered as available, and acceptance is voluntary.
Final Pay
Final pay will be issued in accordance with applicable federal and state laws. For
employees who resign (or whose request for status change is treated as a
resignation), final pay for their previous status will be provided on the next
regularly scheduled payday following their last day of full-time/part-time
employment.