EMPLOYEE SEPARATION
Final pay will be issued in accordance with applicable federal and Connecticut state
laws. This will include all earned but unpaid wages up to the date of termination.
Accrued but unused paid time off is not paid out upon involuntary separation.
Employees whose employment is involuntarily terminated must immediately
return all company property in their possession on their last day of employment.
Failure to do so may result in WDLT pursuing compensation for such items
through permissible legal means if a requested payment is not made to WDLT.
Human Resources will provide information regarding the continuation of benefits
(e.g., COBRA), unemployment compensation, and other applicable resources. Exit
interviews are typically not conducted for involuntary terminations.
WDLT's policy on letters of recommendation and official references as outlined in
the "Letters of Recommendation" section applies. For involuntarily terminated
employees, WDLT will typically only provide factual employment verification
(dates of employment and position held) unless otherwise required by law or
authorized by the former employee. Employees whose employment is involuntarily
terminated for performance or conduct reasons are generally not eligible for rehire
by WDLT.
Responsibilities
Employees: Adhere to notice requirements, return company property, and
participate in the separation process. Employees are expected to use paid sick
leave only for reasons permitted under Connecticut law during their notice
period.
Managers:
Facilitate the transition of duties.
Ensure company property is returned.
Communicate with HR regarding departures.
For transitions to per-diem/substitute status, managers will review requests
and communicate decisions with HR.
For involuntary terminations, managers will cooperate with HR in
executing the termination process.
Issue the Personnel Action Form in the Paycom system for voluntary
resignations and changes in status to per diem.