GSEM Employee Handbook 2022-2023

SECTION 6: SEPARATION OF EMPLOYMENT Either the organization or the employee may initiate separation of employment at any time. Separation of employment may be voluntary or involuntary . CONSOLIDATED OMNIBUS RECONCILIATION ACT (COBRA) Upon separation from the Council for any reason other than gross misconduct, an employee may elect to continue certain insurance coverage(s) at group rates for up to 18 months (or as otherwise provided under applicable law) as long as the employee pays the required monthly premium, plus administrative fees. It also may be possible to convert other group plans to individual plans. Details of the conversion of any benefits is given to the employee at the time of employment separation. An employee may request information on this subject prior to actual separation. RESIGNATION Resignation is a voluntary act initiated by the employee to terminate employment with Girl Scouts of Eastern Missouri. The Council requests a written resignation notice, stating the reason for the separation from employment, be submitted to the immediate manager. Leadership staff is required to give three weeks’ written notice; non-leadership staff are required to give two weeks’ written notice. Council recognized holidays and PTO time does not count in the notification period. If an employee does not provide required advance notice, they will be considered ineligible for rehire and will forfeit any accrued, but unused PTO balance as of their last day worked. The last day the employee is actively working is considered the effective date of the termination of employment. SEPARATION PROCEDURE On or before an employee’s last day of work, employees are to return all GSEM property in proper working order. Failure to return equipment may result in Council withholding a portion of their final paycheck (to include PTO, reimbursements, etc.) Any monies owed to Council upon resignation may be withheld from an employee’s final paycheck, in accordance with Missouri Statue 290.110. As part of the exit processing, all employees leaving employment at the Council (except those involuntarily terminated) are asked to participate in an exit interview at the time of employment separation. The exit interview affords an opportunity to discuss such issues as benefits conversion, repayment of outstanding debts to the Council, return of property and work conditions. Suggestions, concerns and questions should also be voiced. Employees are responsible to preserve and return all assets such as equipment, materials, keys, access/credit/phone cards or written/electronic information issued to them or in their possession or control. Employees must return all Council property immediately upon request or upon separation of employment. The Council may also take legal action deemed appropriate to recover or protect its property. Names, rosters and/or other information with regard to Council business are the sole property of the Council and may not be shared, duplicated, retained, altered or removed upon termination of employment. All employees are notified by email if an immediate employee departure occurs. Human Resources will coordinate the collection of the GSEM equipment and ensure the employee’s personal belongings are collected and returned to the employee. All former employees should be directed to Human Resources if they need access to the building following their departure Following any employee separation, regardless of the reason, Human Resources will only verify, not provide, dates of employment and job title to potential future employers.

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