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.