Page 9 - White Paper-Employment Termination

• Immediate payment of accrued, unused vacation time. The law treats

vacation time as earned wages that must be paid on termination. This does

not apply to sick days or personal days, which can lead to confusion if the

different kinds of time off are not carefully tracked.

• Information about applying for unemployment benefits must be provided to

the employee even if the employer thinks they are not eligible. The

employer can later make the decision about whether to contest an application

for benefits, but the information must be provided to the employee.

• If the employee is part of an employer-sponsored group health plan, he or

she must also be provided with notice of the right to continue participating in

that plan for a period of time (“COBRA”). The employer is not required to

continue contributing toward the premiums.

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