Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated.
Resignation – voluntary employment termination initiated by an employee.
Termination – involuntary employment termination initiated by Levine Academy.
Layoff – involuntary employment termination initiated by Levine Academy for non-disciplinary reasons.
When a non-exempt employee intends to terminate his/her employment with Levine Academy, he/she shall give Levine Academy at least two (2) weeks written notice. Exempt employees shall give at least four (4) weeks written notice. Since employment with Levine Academy is based on mutual consent, both the employee and Levine Employee’s benefits will be affected by employment termination in the following manner. All vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense (See Section 6, Benefits and Services) 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. Levine Academy, as a religious organization, has been granted exemption from the Texas Workforce Commissions unemployment program. All requests for unemployment benefits will be denied by the Texas Workforce Commission.
List of Actions and Conduct that may be Grounds for Immediate Termination
Theft or inappropriate removal or possession of property; Falsification of timekeeping records; Working under the influence of alcohol or illegal drugs; Possession, distribution, solicitation, sale, transfer, or use of alcohol or illegal drugs in the workplace:
o Fighting or threatening violence in the workplace; o Boisterous or disruptive activity in the workplace;
o Negligence or improper conduct leading to damage of School-owned or customer-owned property;
o Insubordination or other disrespectful conduct;
Violation of safety or health rules;
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o Smoking in the workplace including e-cigarettes;
o Sexual or other unlawful or unwelcomed harassment (See Section 4.3, Harassment, Including Sexual Harassment);
o Unauthorized use of telephones, or other School-owned equipment.
Using School equipment for purposes other than business (i.e. playing games on computers or personal Internet usage); Unauthorized disclosure of business “secrets” or confidential information; Violation of personnel policies; and Unsatisfactory performance or conduct.
Health-Related Issues
An employee who becomes aware of any health-related issue, including pregnancy, should notify their supervisor and Human Resources of one’s health status. This policy has been instituted strictly to protect the employee. Prior to returning to work following a long-term absence that is health-related, a written “permission to work” from the employee’s doctor is required before the employee may resume work. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
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