WDLT Employee Handbook

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.

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