2.6 (CONT.)
Involuntary Terminations: The following list is not meant to be all inclusive—there may be other reasons for involuntary terminations than those listed here: ● As a result of a reduction of the work force ● As a result of poor performance, behavior, or attendance ● Absence for three (3) or more consecutive days without notifying the Company of reasons for the absence ● Failure to report to work on the first workday following the expiration of an authorized leave of absence ● Giving a false reason for a leave of absence or seeking or engaging in other work during such a leave 2.6.1 Termination Process Paid Time Off (PTO) Any accrued, but unused PTO will be paid on the employee’s final paycheck in accordance with the normal pay periods. Exceptions to this include employees who leave the company prior to 90 days of employment and those who do not provide a two-week (or as otherwise designated per position or contract) working notice prior to their voluntary termination. In these two cases, accrued but unused PTO will be forfeited. COBRA The COBRA administrator will be notified by Human Resources. The COBRA administrator will then notify employees of any potential COBRA benefits they are eligible for. Current medical, dental, and vision benefits will continue through the end of the month in which the employee’s last day occurs. All other benefits end on the last day of employment. Outside Employment Employees may hold outside employment if the employee meets the performance standards of their position with COPC and only if the outside employment does not compete with COPC business. Unless an alternative work schedule has been approved by COPC, employees will be subject to the Company’s scheduling
● Dishonesty ● Failing to work cooperatively with others or preventing others from performing their jobs ● Falsifying the application for employment ● Failure to notify the Company within 24 hours of intent to return to work and/or failure to report for work within three (3) working days once the Company has recalled the employee after a layoff ● Conviction of a felony offense and/or imprisonment ● Violation of established COPC policies ● Violation of policies and procedures set forth at the work location, not specified in this handbook Return of Property Regardless of the reason for separation of employment, employees are responsible to immediately return all COPC owned materials, written information, property, office keys, security badges, etc., to their site or the Human Resources department. Where permitted by law, COPC may withhold from the employee’s final pay the cost of any items that are not returned when required. COPC may also take all action deemed appropriate to recover or protect its property regardless of whether the termination is voluntary or involuntary. Exit Interview COPC will make every attempt to gather exit interview information from separated employees. The exit interview provides an opportunity to share information to help us make COPC a better place to work.
2.7
demands regardless of any existing outside work assignments. This includes availability for overtime when necessary. COPC property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.
2.8
Property Access Key Management
Assignment of office keys, access badges, and security codes are based on an employee’s need to have access to specific facilities/equipment and will be issued depending on an employee’s job
duties and work hours. COPC has established procedures that minimize the potential for problems to arise while maximizing the protection of Company employees, facilities, and equipment.
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