WORKERS TOGETHER

Terminations (Outplacement)

Outplacement

Types: Voluntary Involuntary Job Abandonment Reduction of Workforce Death

Voluntary

ResignationRetirement

REQUESTED Notice: Non Exempt Exempt

Involuntary

Individual is paid for time worked during that pay period and any unused vacation time.

May affect eligibility for re-hire

Job Abandonment

3 consecutive days without properly reporting and/or without acceptable explanation.

Effective date become last day individual physically worked.

Written notice will be given to employee.Extenuating circumstances may be

considered for no call/no show.May affect eligibility for re-hire.

Reduction of Workforce

Elimination/modification of jobChanges in job functions/technology

Two weeks notice (if possible)

Severance pay (at least one continuous year of emp)

Actual time workedAccrued unused vacation

Reduction of Workforce

Rehired employees Affected employees are eligible for rehire Not required to refund severance pay if break in service Some Divisions have time requirements for how long

positions must remain vacant before rehire can take place

Death

Effective date of termination is date of death.

Any payments due will be processed according to beneficiary designations or employee’s estate.

Exit Interviews

Purpose: Return of TSA property Review financial arrangements Review reasons for termination Obtain employee input and suggestions

INVOLUNTARY TERMINATION - PROGRESSIVE DISCIPLINE

DOCUMENT!

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PROGRESSIVE DISCIPLINE

Acceptable Reasons for Termination (with progressive discipline): Substandard performance Failure to work cooperatively and professionally with others Failure to demonstrate appropriate conduct Excessive absenteeism or tardiness Failure to comply with safety or security rules and

procedures Failure to cooperate with an internal investigation Carelessness or negligence in the use of TSA property Sleeping on the job Fraternization Violation of any TSA policy, guidelines and/or procedures

Progressive Discipline

System: Verbal warning (documented in writing) Written warning (accompanied by verbal discussion) PIP Probationary period Suspension (unpaid) Termination

Progressive Discipline – First Occurrence Offenses

InsubordinationUnauthorized release of TSA informationVerbal abuse while on TSA premises or TSA

businessFalsification of any work, personnel, recordsInappropriate use of E-Mail or InternetUnauthorized use or removal of TSA propertyUnauthorized taking of TSA funds Error or negligence causing significant

financial impact to TSA

Progressive Discipline – First Occurrence Offenses

DishonestyTheftUse of TSA time and resources for personal gainDiscrimination against or harassment of co-workersBeing under the influence of illegal drugs or alcohol

during work hours or while on official businessDeliberate damage to TSA propertyViolence or threats of violence against employee,

member, donor, patient, client, or OfficerSerious or malicious misconduct of any kind

Progressive Discipline – First Occurrence Offenses

System

Suspension (investigatory) Termination

Scenarios

For following: identify what policy affects the scenario and what’s wrong with what the manager did/said/wanted to do.

What’s Wrong With This Scenario?

Maria worked Monday from 8-2:30. At 2:30 she went home complaining of a headache.

Tuesday Maria was scheduled to work, but didn’t show up. The same was true for Wednesday.

On Thursday Maria was scheduled to work from 9:30-3:00. Again she didn’t show up and her manager had not heard from her. He typed a letter stating he was terminating her employment because she hadn’t showed up to work and placed it in the mailbox to go out at 10:00 that morning.

What’s Wrong With This Scenario?

Henry’s performance over the past year has been steadily going downhill. He has missed deadlines, made a habit of coming in late, and has called in sick 23 days in the past 10 months. Today, Sarah, Henry’s manager, found him sleeping in the warehouse. The CO called Tom, the Divisional HR Director and explained the situation to him. “We gave him the benefit of the doubt on his last performance review because we figured he was just in a slump. I’ve talked to him several times about these issues and each time he promised things would get better. Nothing has. This was the last straw and I’m done. We need to let him go – now.”

What’s Wrong With This Scenario?

Sammy has given notice that he has found other employment and will be leaving his position as Store Manager three weeks from today. When the HR Manager meets with the AC regarding this situation, the AC states, “I don’t want employees who are not dedicated to TSA here. Give him his final paycheck and vacation pay and tell him today is his last day.”

What’s Wrong With This Scenario?

Marty and his wife are at a restaurant Saturday evening enjoying a much needed date night. Marty’s wife looks across the room and states, “Marty, isn’t that your Development Director over there drinking?” Marty turns and watches as his Development Director take a few shots with a group of other people. “He won’t be my Development Director as of tomorrow morning”, Marty says. “I was pretty sure he had a drinking problem”.

Questions?