Page 12 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
Termination of Employment
Because employment with The Piper is on a voluntary basis for both the Associate and The Piper, either may terminate employment at any time.
Voluntary Separation/Termination: Associates who wish to resign should notify leadership in their immediate area and Human Resources with a letter of resignation and proper notice. A minimum of two (2) weeks is considered proper notice. For Leadership and Professional positions (including all Nurses), a minimum of four (4) weeks is considered proper notice. (For details on final pay, see Compensation Section.) We ask that you give proper written notice of your intent to resign your employment to ensure timely processing of paperwork and to find replacements to fill your vacancy as necessary.
Involuntary Separation/Termination: The Piper provides each associate with a reasonable opportunity to succeed in his or her position. Expectations are that all associates follow established policies and procedures to meet or exceed job requirements and accept correction, suggestions and instructions from leadership. When standards of performance are not met, the associate is subject to discipline and/or termination. (For details on final pay, see Compensation Section.)
Job Abandonment: Associates who walk off the job, (leave work during the scheduled shift without authorization from the team leader) or who fail to show up for work will be considered to have voluntarily quit their position.
Complaint/Grievance Procedure: Associates may use this procedure to file a complaint/grievance regarding work decisions, work directives or procedures, working conditions, and discipline which directly affects the complaining associate. Salary, benefit, performance evaluation, job elimination or layoff, or workers’ compensation decisions are excluded from review through this grievance procedure.
The steps of the grievance procedure are as follows:
1. You are encouraged to first informally discuss your concerns or grievances with the leadership in your area. You should address any grievances for informal resolution within thirty (30) days of first knowing about the issue.
2. If you are not in agreement with the response to your written grievance, you may appeal in writing within five (5) working days of receipt of the answer to your written grievance to Human Resources. Human Resources will respond to your appeal within ten (10) working days.
3. If you are not in agreement with the response from Human Resources to your written grievance, you may appeal in writing within five (5) working days of receipt of the answer to your written grievance to the Community Leader. The Community Leader will respond to your appeal within twenty (20) working days. The Community Leader’s decision is final and may not be appealed.
Throughout the complaint/grievance process, the leader involved in the process or Human Resources or Community Leader may request that you or others provide such documentation and/or witnesses as may be deemed helpful to resolving the grievance. Additionally, by mutual agreement, but not independently, the amount of time for response to your grievance may be extended. The time limit for submitting or advancing grievances at all steps is controlling and not subject to modification. Any grievance which is not advanced by the associate from one step to the next within the time limits specified will result in the grievance being considered to have been withdrawn or satisfactorily settled. No Associate of the company, including management, has the power or authority to alter any procedural requirements of this
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