Employee Handbook
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Employee Separation
Termination
In order to maintain the staffing flexibility that is essential to the successful management of SIBCR, as well as to protect the options of each employee, it is understood that the employment relationship with us is "at will." It can be terminated, with or without cause, at any time by either employer or employee. The provision of benefits does not constitute a promise that employment will last one year or longer. No agreement inconsistent with this policy is valid, unless it is in writing and signed by the Executive Director. The Employment Request form does not constitute an exception to the at-will policy.
An employee who is leaving will be informed of any rights to continued benefits coverage, and will receive the pertinent information by mail. The employee's final paycheck will be distributed on the next scheduled SIBCR payday. The employee must turn in all keys, swipe cards, badge, FlexPass, lab coats and laundry card and other property of SIBCR or VAPSHCS prior to their departure. Please see SIBCR for the Termination Checklist.
Voluntary Resignation: If an employee voluntarily terminates his or her employment, as a courtesy he or she is asked to give at least two weeks notice to his or her supervisor and Human Resources stating the reason for the resignation.
Final Pay upon Termination
The employee’s final paycheck will be issued at the next regularly scheduled SIBCR pay date. Accrued annual leave will be paid out at this time. The employee should note on his or her timesheet that he or she is terminating employment with SIBCR.
Exit Interviews
If an employee separates from SIBCR employment, his or her supervisor and/or SIBCR may choose to conduct an exit interview. The topics of an exit interview may include:
- Reviewing the reasons for the termination, layoff, or resignation; and
- Reviewing financial arrangements, including the amount of the employee's final paycheck, accrued vacation, and similar items.
References
Human Resources will confirm dates of employment, positions held, and final rate of pay. Additional information may be shared with prospective employers on a case-by-case basis. Former employees can facilitate the sharing of additional information by signing authorizations to release information to their prospective employers. SIBCR reserves the right to share information concerning former employees whenever it determines the requester has a legitimate need to know information about a former employee.