WDLT Employee Handbook

EMPLOYEE SEPARATION

Final pay will include all earned but unpaid wages. Accrued but unused paid time

off is not paid out upon separation. Note: Connecticut law does not require the

payout of unused accrued paid sick leave upon termination.

Any outstanding debts owed to WDLT (e.g., outstanding advances or overpayments)

may be deducted from the final pay only if expressly permitted by Connecticut

State Labor Law and with a valid, voluntary, prior written authorization from the

employee for such specific deduction, or as otherwise allowed by law.

Return of Company Property

All employees are responsible for returning all company property in their

possession on or before their last day of employment (or their last day in their full-

time/part-time status, if transitioning to per-diem/substitute). This includes, but is

not limited to:

Laptops, tablets, mobile phones, and other electronic devices

Keys, access cards, and security badges

WDLT credit cards

Tools and equipment

WDLT documents (hard copy and electronic files, including confidential

information)

Employees must return all company property to their manager or the Human

Resources Department. A checklist will be used to ensure all items are accounted

for. Employees may be held financially responsible for company property that is

lost, stolen, or damaged due to negligence, or not returned upon separation.

Compensation for such items will be pursued through permissible legal means if

requested payment is not made to WDLT

Exit Interviews

WDLT aims to conduct exit interviews with all departing employees. The purpose

of the exit interview is to gather feedback on the employees’ experience, identify

areas for improvement within WDLT, and understand reasons for departure. This

may also apply to employees transitioning to per-diem/substitute status, at the

discretion of Human Resources.

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