X. Separation Occurrences

INVOLUNTARY TERMINATION:

It is important that all employees perform to the best of their abilities. Any employee who does not perform his/her job requirements satisfactorily, disregards job duties, engages in dishonest or unethical behavior, or violates a Company policy may be terminated, transferred or demoted without notice or warning. This list is not exclusive and both the Company and employee retain the right to terminate the employment relationship at will. An employee who is terminated for any of these reasons is not eligible for rehire.

LAY-OFF:

Should a reduction in personnel become necessary, the first consideration will be that of continuing company responsibilities? Where only some of the jobs in the same category need to be eliminated, the Company’s evaluation of job performance will be an important factor. We sincerely hope this will not be necessary. If it does occur, you will receive advance notice or salary continuation for a specified period of time. If notice is given, reasonable paid time off from work during the notice period will be allowed for the purpose of seeking employment.

RESIGNATIONS:

Employees who find it necessary to resign their employment with the Company shall submit a written notification to their supervisor. We expect a minimum of two weeks notice from all employees and the last working day shall be the effective date of separation. Employees are expected to work through their 2 week notice period.

FINAL CHECK AND BENEFITS:

Upon resignation or termination of employment, the employee will receive payment for all hours worked through the last day of employment as well as payment for any accrued vacation based the criteria below. Deductions for withholding, insurance, advances, or any other type agreed upon by the employee will be subtracted from the final check.

Employees who terminate employment because of any of the following reasons are eligible for payment of accrued unused vacation earned upon termination:

• Voluntary resignations/retirement when employee has given and is available to work a notice period of 10 working days. Employees who have used more vacation than they have accrued will be responsible for paying back any overpayment on their final paycheck. Employees may not take vacation as part of their two-week (10 working days) notice.
  

Employees who terminate employment because of any of the following reasons are not eligible for payment of accrued vacation earned upon termination:

• Voluntary resignation where a minimum notice of 10 working days was not given.
• Involuntary termination due to performance, behavior, and/or violation of company polices and procedures.
  

Federal and State law provides for unemployment benefits to be paid to eligible employees. Unemployment benefits are handled on a case-by-case basis and claims are paid in accordance with State Law. For more information concerning unemployment benefits, contact your immediate Supervisor.

SEVERANCE:

Upon the Company’s termination of an employee, at the convenience of the Company, a severance allowance may be paid to the employee. A severance allowance is not standard company operating procedure, and is granted solely at the discretion of management, and is not regarded as earned by the employee.

EXIT INTERVIEW:

If an employee chooses to leave the Company, his/her insights and experiences provide valuable feedback to us. We would appreciate any comments about your tenure with Carter & Carter. Please share your comments with your Supervisor, the Construction Coordinator, or the President.