USA Operations Centers Resignation May 2017

State/Area Exceptions

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

Arizona, California , Connecticut, Georgia, Iowa, Illinois, Indiana, Louisiana, Maine, Massachusetts, Michigan, Missouri, Nebraska, Nevada, New Jersey, New York, South Dakota, Tennessee, Vermont, West Virginia

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

Overview

Resignations are divided into these categories for purposes of Human Resources coding:

Another Opportunity

Domestic Duties

Moved

Dissatisfaction

Return to School

No Reason Given

Human Resources is responsible for working with the Human Resources Employee Care Services (HREC) to coordinate the exit. HREC Transaction Assistants are responsible for coordinating exit sessions and providing exiting employees with information regarding the disposition of their benefits. Performance Support Representatives (PSR) should also be available to visit with exiting employees to ensure good employee relations.

General Information

HREC is responsible for the majority of all voluntary resignation exit process procedures (including all exiting Seasonal, Co-op, and Intern Employees).

Distribution of any state mandated material

Please note Seasonal, Co-op and Intern Employees do not complete the Exit Questionnaire.

The Performance Support Team (PST) retains responsibility for all other aspects of the resignation, including:

Being available to visit with the exiting employee

Appropriate follow-up, if needed, regarding issues identified on the Exit Questionnaire, Exit Checklist-US, or gathered by the HREC Transaction Assistant during his or her conversation with the employee

Note: See Exiting Employee Process for more details regarding forms, records retention and frequently asked questions.

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, For Your Benefit: California’s Programs for the Unemployed (DE232) notice, and Final Pay Processing.

Employee Actions

We request but do not require that employees provide us with at least two weeks' written notice of their decision to resign. An electronic version of a written resignation is preferred. If a written notice is received it should contain:

Reason for the resignation

Date of the resignation

Signature of the employee

If resigning to work for a competitor, the resignation will be effective immediately (the day notice is provided).

"Competitor" is defined as:

A person, entity, group, team, company, etc. that competes in a similar industry, business, or trade, and offers similar product or service or vies for the same customers as Joyner.

Managerial Actions

Complete the termination procedures for the Leader role in the Procedure Reference System (PRS).

Department Secretary/Alternate Manager's Role Complete the termination procedures for the Department Secretary/Alternate Manager role in PRS.

Human Resources Role

Complete the termination procedures for the PSR role in PRS.

HREC Transaction Assistant or Specialist Role Complete the termination procedures for the HREC Transaction Assistant or Specialist role in PRS.