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Disability Separation
If an employee with a disability cannot perform the essential functions of their position even after reasonable
accommodation has been attempted or if the employee’s condition is such that disability accommodation is not possible,
then the employee may be terminated from MIL. Disability separation is not a disciplinary action but recognizes that
continued employment is not possible.

Before initiating a disability separation, work with HR to accommodate the employee and to manage leave. If disability
separation becomes necessary, HR will advise you on the process that needs to be followed. Typically, this process
will involve documenting the accommodation efforts that MIL made and summarizing the information MIL has been
provided regarding the employee’s ability to perform their job functions. This information is compiled and prepared for
legal review as part of the disability separation recommendation.

Job Abandonment
An employee who does not report to work when expected or call in to report their absence
for three consecutive days or more may be considered to have abandoned their position.
To help you decide whether dismissal or separation is warranted, consider the following:

• What is the employee’s performance and behavior record? Have there been previous no
show occurrences?
• Have there been recent absences for illness or personal problems?
• Are you aware, or do you suspect, that the employee is a substance abuser?
• What are the employee’s PTO balances?
• Have other employees provided information to you in confidence?
• Have you attempted to contract the employee by phone? By email? How many attempts
have you made?
• How has your department dealt with similar situations in the past?
If the employee responds to this request for information and returns to work, disciplinary
action may be appropriate.
If the employee fails to respond and/or return to work, contact HR to determine next steps.
MIL must attempt to communicate in writing to the employee before deciding to dismiss.

Thank you

Thank you for reviewing and referring to this guide If you have questions or require
assistance, please contact HR

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