WDLT Employee Handbook

EMPLOYEE SEPARATION

While feedback is valuable, WDLT may or may not disclose the identity of the

departing employee when discussing the feedback. Human Resources will contact

departing employees to schedule an interview. While participation is voluntary, it is

highly encouraged.

Letters of Recommendation

As a general policy, WDLT provides only factual employment verification (dates of

employment, position held) to external inquiries.

Employees seeking a letter of recommendation from a specific manager should ask

that person directly. The decision to provide a letter of recommendation is solely at

the discretion of the individual manager and is not a WDLT-mandated practice.

Any such letter will reflect the opinion of the manager and not necessarily the

official stance of WDLT.

The Human Resources Department will only provide official employment

verification. Any other information will only be released with the express written

consent of the former employee.

Confidentiality

All employees remain bound by any confidentiality or non-disclosure agreements

signed during their employment with WDLT, even after separation from WDLT.

Violations of these agreements may result in legal action.

Involuntary Termination

Employment with WDLT is at-will, meaning that either the employee or WDLT

may terminate the employment relationship at any time, with or without cause or

notice, unless otherwise prohibited by law or a written employment agreement.

Involuntary terminations may occur due to, but are not limited to, reasons such as

performance deficiencies, misconduct, violation of WDLT policies, attendance

issues, or business operational changes (e.g., layoffs, position elimination,

restructuring).

The effective date of an involuntary termination will be determined by WDLT. No

notice period is typically provided by WDLT in cases of involuntary termination.

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