USA Operations Centers Release May 2017

State/Area Exceptions

As this policy is reviewed, please note the following States/area for which exceptions exist:

California

Specific details on each exception may be found within the General Information section of this text.

Overview

This chapter outlines the procedures for terminations resulting from company-initiated releases under the codes described below.

General Information

State Exceptions

California Please refer to the Benefits at Termination Policy under the California State Exception section for information on the Notice to Employee as to Change in Relationship and For Your Benefit: California’s Programs for the Unemployed (DE232) notice and Final Pay Processing.

Termination Categories These terminations are divided into the following categories for Human Resources recording purposes:

Employment Agreement Expired: Used when a part-time employee has completed a specific period of employment. This category is not used for regular, full-time employees.

Failure to Return from Leave: Used when the employee fails to return from leave.

Illness Benefits Expired (ILE): Used when the employee has exhausted all Short Term Disability (STD) benefits or Workers Compensation Supplemental Payments (WC SF Paid) and has not been released to return to work.

Note: The eligibility provisions which extended medical coverage to Inactive employees based on terminations due to Illness Benefits Expired (ILBE) were eliminated effective January 1, 2018. Employees who exhaust all Short Term Disability (STD) benefits after December 31, 2017, will not be eligible for extended medical coverage based on termination due to Illness Benefits Expired.

Employees who did qualify for extended benefits at termination will continue to receive extended benefits as long as they remain qualified and the Plan contains such a provision.

Joyner reserves the right to require periodic medical substantiation of the continuing qualification for extended benefits after termination. Periodic requests for medical information may be requested as the need arises.

For more information about other termination procedures, see also Discharge, Exiting Employee Process, Resignation, and Benefits at Termination.

Description of Termination Codes

Employment Agreement Expired Part-time employment is employment for:

A regular full workweek schedule for a specific, limited, and mutually agreed upon time period, or

A less than regular full workweek schedule, for an undesignated time period, or

A less than regular full workweek schedule for a specific, limited, and mutually agreed upon time period.

Part-time employees may also terminate for other reasons, including Discharge and Resignation.

Employees returning to school, e.g. interns, summer employees should be coded as RET - Return to School.

Failure to Return from Leave Includes failure to return from any of the following:

Administrative Leave

Adoption Leave

Military Leave

Personal Leave

Short Term Disability

Illness Benefits Expired (ILE) Used when the employee has exhausted all Short Term Disability (STD) or Workers Compensation Supplemental Payments (WC SF Paid) and has not been released to return to work.

Effective Date

Long Term Disability (LTD) Eligibility for Extended Benefits (under Illness Benefits Expired) If the employee has LTD coverage, Cigna will transition the employee from Short Term Disability absence management to the LTD claim team. See the Group Long-Term Disability Policy for more details.

Employee Qualifies for and Elects Retirement If the employee qualifies for and elects retirement, the employee may be eligible for extended benefits under the Group Medical PPO Plan. However, the employee should be terminated using the appropriate Retirement code. The employee should NOT be terminated using Illness Benefits Expired.

Early or normal retirement, see Retirement Procedures Policy for more details.

Disability retirement, see Benefits for Disabled Members Policy for more details.

Employee Actions

Not Applicable

Managerial Actions

The Leader completes the termination procedures (voluntary terminations) in the Procedure Reference System (PRS).

Human Resources Role

Review appropriate documentation to verify the appropriate reason for termination.