Employee Dismissal Policy Effective:
Current
Reviewed/ Revised: April 1997, December 2002, October 2006, January 2009, April 2012, January 2015 SELCO will have the sole responsibility for determining the number and type of positions, the number of employees deemed necessary to accomplish the assigned duties, and the extent of funding available to provide programs and services. There are a variety of reasons why SELCO may choose to terminate the employment relationship. In general, an employee may be dismissed by SELCO for inability to adapt during trial work period, for lack of funding, change in skill requirements, poor performance, and/or inappropriate behavior. A.
Inability to adapt during orientation or trial work period If a new staff member or the supervisor is not fully confident of the suitability of a recent hire and/or an employee’s performance during the orientation and trial work period, SELCO or the employee may terminate the employment relationship. The Executive Director, in consultation with the supervisor and the employee, will discuss the individual’s lack of adaptation or suitability to the new position. This discussion will be held as early as possible prior to the end of the trial work period. The supervisor will document this lack of adaptation or suitability to the new position.
B.
For lack of funding or change in skill requirements If an employee is to be terminated due to lack of funding or change in skill requirements to accomplish the tasks identified in the job description, exempt employees will generally be given a minimum of four weeks and non-exempt employees two weeks written notice. The Executive Director reserves the right to specify a timeframe for departure of less or greater than two weeks for non-exempt staff or four weeks for exempt staff.
C.
For performance 1. If there is a concern regarding performance, the employee will be made aware of the concerns by a personal consultation with his or her supervisor or the Executive Director. A record of this meeting will be prepared by management, read and signed by the employee and kept on file. The employee will be given a copy. 2. Depending upon the performance concerns, the employee and the supervisor will agree on a written performance plan. In accordance with the remedial plan, noticeable and sustained change in performance must be achieved.
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3. If sufficient improvement is not demonstrated, the employee will receive written notification outlining the performance issues and the possibility and/or actuality of termination. 4. During or after the process of dismissal, the employee may request a hearing with the Personnel Committee. When requesting a hearing with the Personnel Committee, the employee must submit in writing the reasons for the request. It shall be at the discretion of the Personnel Committee whether or not to hold such a hearing. 5. An employee who is terminated for performance issues will not be considered in good standing and will not be eligible for accrued vacation or sick leave time as outlined in those policies. D.
Inappropriate Behavior In addition, there are times when an employee may be terminated for inappropriate behavior or other reasons that are not connected to the inability to adapt during the trial work period, for lack of funding, change in skill requirements, and/or performance issues. SELCO retains the right to terminate employment at their discretion, as long as it is in accordance with appropriate Federal and Minnesota State Statutes. SELCO’s Respectful Workplace and Sexual and Other Harassment Policies should be referenced for definitions and examples of inappropriate behavior.
Salary compensation to the employee shall cease on effective date of termination of employment. Compensation for accrued vacation and/or sick leave time will be distributed within two weeks of departure to employees leaving in good standing. Employees leave in good standing when they are not terminated for cause.
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