PURPOSE / SCOPE:
The purpose of this policy is to ensure a fair and equitable process related to employee terminations or layoffs.
Though ICOM strives to provide a work environment that is supportive and meets the needs of its workforce, employees will inevitably leave the organization. ICOM recognizes that employees are employees at-will and may be terminated or may terminate their employment for any reason, subject to employment agreements and rights afforded by law.
Voluntary Termination – In the case of a voluntary termination (resignation), the employee is requested to give written notice. ICOM asks employees to give a minimum of a one-month notice, unless otherwise specified in a signed employment agreement.
Involuntary Termination – In the case of an involuntary termination, the employee may or may not receive advanced notice. See the Progressive Discipline policy for additional information. Should the termination be a result of a layoff, the written notice guidelines listed below will be followed.
Layoffs/Reduction in Force:
In the event that reductions or layoffs are deemed necessary, ICOM’s key concern will be the impact on students. ICOM strives to be flexible and be able to take any single approach or combination of approaches affecting wages, positions and benefits based on the severity or type of event that causes a layoff policy to be activated.
- Written Notice – In the event that positions are cut back or eliminated because of lack of funds, lack of need for the position, or for any other reason, employees will be given a 30-day notice.
- Order of Layoff – A layoff of employees, if needed, will be based upon factors including, but not limited to, performance records, skills and training, length of employment, and consideration for any contract issues and limitations. Layoff decisions will not be made purely on the basis of seniority.
An employee’s termination date will be the last day of employment. PTO and FTO hours may not be used to extend employment beyond the last day actually worked.
In the event of a voluntary termination or layoff, the employee will be scheduled for an interview with Human Resources. The purpose of the interview is to discover the employee’s attitude toward his/her job, supervisor and the organization, and to obtain recommendations for improvement in any area with which the employee has been familiar. Information from this interview may be shared with the supervisor and other personnel, as appropriate.
PRIMARY POLICY OWNER:
VP of Human Resources & Organizational Development