A. Types Of Termination: Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. There are two (2) general types of termination: voluntary and involuntary.
1. Voluntary: Termination initiated by the employee. Some examples of voluntary terminations include resignation, medical termination and retirement.
2. Involuntary: Termination initiated by the City. Some examples of involuntary termination include layoff or reduction in force, medical termination, loss of certification or qualifications and performance-related or disciplinary termination.
B. Exit Interview: The City generally desires to schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to the City or return of the City-owned property. Suggestions, complaints and concerns can also be voiced. Exit interviews are scheduled and conducted by the Human Resources Office. Supervisors and Department Directors should notify the Human Resources Office of any impending separation so that exit interviews can be coordinated.
C. Predetermination Hearing: Employees in the merit or sworn public safety service also have specific rights to a predetermination hearing to hear and answer charges and reasons brought against them by management with respect to covered actions that result in discharge.
D. At Will Termination: All other employees, except by specific written agreement signed by the Mayor or the Chief Administrative Officer for the Mayor, can be terminated at will, with or without notice. Likewise, employees have the right to terminate employment with the City at any time, with or without notice.
E. Benefits: Employee benefits are affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid under the policies of this manual and any applicable City ordinance, State or Federal law. Some benefits may be continued at the employee's expense if the employee so chooses. The employee, spouse and any dependents will be notified in writing of the benefits that may be continued and of the terms, conditions and limitations of such continuance. (See also benefits continuation policy (COBRA) elsewhere in this manual.)
F. Notification Of Qualifying Events: This policy and its provisions are not intended to interfere with, nor shall they be construed or interpreted to any extent to interfere with, the proper adherence to the procedures and protocols established in appeals and grievance policies found in this manual. It is the employee's responsibility to notify the Human Resources Office of a qualifying event, such as when the employee divorces, or upon the birth or death of a family member, or when a covered dependent attains their twenty sixth birthday. (Adm. Order 2017-2, 4-17-2017)