Page 41 - PUI Handbook 8-21

normal shift on the third day. The supervisor shall notify the Office
Manager at the expiration of the third workday and initiate the
paperwork to terminate the employee. Employees who are separated
due to job abandonment are ineligible to receive bonus and are
ineligible for rehire.

Termination: Employees of the Company are employed on an at-will
basis, and the company retains the right to terminate an employee at
any time.

Reduction in Force: An employee may be laid off because of changes
in duties, organization changes, or lack of work.

Release: Release is the end of temporary or seasonal employment.

Layoff Policy
If the Company determines that it must reduce employment
because of adverse economic or other conditions, then layoffs and
recall from layoffs will generally be conducted in a manner that is
consistent with the Company requirements and in accordance with the
procedures described below.
Procedures:
1. In the event that a layoff is expected, the Company will
attempt to communicate information about an impending
layoff as soon as possible. However, management reserves
the right to alter the layoff procedure and withhold
information about the layoff as permitted by law to protect the
Company’s interests.

2. Evaluation of the foregoing criteria will be within the sole
discretion of the Company. Employees will be selected for
layoff based on the following criteria:

• Promotion potential and transferability of skills to
other positions within the unit.
• Demonstrated current and past performance.
• The needs of the company and specific projects.
• Length of service with the company.

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