Termination of employment is an inevitable part of personnel activity within any organization. Below are a few examples of some of the most common circumstances under which employment is terminated:
a. Layoff: an involuntary employment termination initiated by the Company for non-disciplinary and/or non-behavioral reasons. If a layoff occurs, employees will have their job eliminated based on defined factors, which may include, but are not limited to, business needs, qualifications, past performance, and demonstrated ability.
b. Termination: an involuntary employment termination initiated by the
Company for reasons other than layoff.
c. Resignation: a voluntary employment termination initiated by an employee. As a courtesy, employees are requested to give their manager written notice of their resignation as far in advance as possible, generally not less than two weeks before their intended resignation date. The announced resignation date will be considered the effective date of an employee’s resignation unless the employee is otherwise informed by the People Team. The People Business Partner may schedule an exit interview or survey when an employee resigns. Exit interviews are confidential.
d. Job Abandonment: Employees who fail to report to work or contact their manager for two consecutive workdays shall be considered to have abandoned their job without notice, effective at the end of their normal shift on the second day. The manager shall notify the People Team at the expiration of the second workday.
e. Shift Abandonment: Absent extraordinary circumstances, employees who leave and fail to communicate with their manager and/or the highest level of authority on-site prior to their scheduled shift end time will be subject to discipline, up to or including termination.
Any employee who terminates employment with VZL Staffing Services, LLC shall, when employment with the Company ends, or at any earlier request of the Company, return all files, records, laptops/computers, keys, Company Confidential Information and any other materials that are the property of the Company. Employees shall not retain any copies that the employee is not expressly authorized by the Company in writing to retain. All records related to the Company’s business received or created by an employee in the course of employment is the property of the Company.
Employees may retain records concerning pay, payroll, benefits, and other employment terms that were furnished to them or obtained by lawful means.
Upon request, an employee must provide the Company reasonable means to access and verify that no Confidential Information or other Company property has been retained by the employee on personal computers, cell phones, email, or cloud storage accounts, or in any other place that is subject to the employee’s ownership or control. We may also take all action deemed appropriate to recover or protect Company property.
Employee’s benefits will be affected by employment termination in the following manner: All accrued vested benefits that are due and payable at termination per state law, will be paid according to that state law. Some benefits may be continued at the employee’s expense (See Section 5, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.