This is one part of a handbook that I hate to have to add so I just grabbed a sample online and really tried to simplify it. Hopefully separations will only happen when team members hit the lottery or are pursuing something else they love more. However, as we grow the company, expectations need to be more clearly defined.
Sundog Media encourages employees to provide at least two weeks (10 working days) written notice prior to intended separation. (Longer is Better.)
All employment at Sundog Media is “at‐will.” That means that employees may be terminated from employment with Sundog Media with or without cause, and employees are free to leave the employment of Sundog Media with or without cause. After all, you haven’t been shanghaied. 🙂
Circumstances under which separation may occur are pretty much common sense but here are a few: lying, stealing, cheating, theft, dishonesty, poor work quality/ethic, insubordination, refusing to work reasonable overtime, negligence, verbal fighting, destruction of property, breach of confidentiality, sharing private Sundog Media or customer information with non employees, consistent unreliability, engaging in discriminatory, abusive behavior, sexual harassment or criminal activity.
Our hope is to never have to fire, lay off or lose an employee. But, the reality is that not everyone gets along, circumstances change and sometimes separation is healthier for all involved.
At the sole discretion of Joe or Cathy Law, the employee may be asked to leave immediately or be given a period of notice. Return of equipment, etc. is discussed in other sections of the Employee Handbook project.