Page 46 - Operations & Procedures Manuals

If termination is an end consequence, managers will be required to provide a history that documents their previous management of the problem including their communication to the employee (both verbal and written) and resolution efforts to date. Human Resources must be made aware of ALL planned corrective action consequences prior to engaging with employee.
Employment Separation Policy No. 218 – Employee Resignation
It is the supervisor’s responsibility to ensure the following items are forwarded to Human Resources immediately upon receipt of a resignation:
• Email with notification and request to fill position
• Scanned written notice of employee’s resignation
Employees are encouraged to provide at least two weeks written notice to facilitate a smooth transition of terminating the employment relationship. Employees that provide less notice than requested may be deemed ineligible for rehire depending upon the circumstances regarding the notice given.
A meeting will be scheduled by Human Resources to conduct an exit interview and exit-processing. During this time, the employee is given the opportunity to discuss any questions or concerns related to his/her employment with the Club and is required to return all company property. Employees who fail to return any company related property including keys, credit cards, tools, cellular phones, pagers, and computer equipment will be deemed ineligible for rehire and may be subject to legal proceedings on behalf of the Club.
When an employee voluntarily resigns, final payment of wages and other compensation due will be made on the following regular payday.
If the employee is covered under the medical insurance program, he/she may elect to continue medical benefits coverage as provided in the Consolidated Omnibus Budget Reconciliation Act (COBRA).
Employees will be provided the appropriate forms by Human Resources within 14 days of the last day of employment with the Club.
Policy No. 219 – Employee Termination
An employee may not be terminated without prior consultation and approval by the CEO and Human Resources. For part time employees, no action may be taken without Branch Director knowledge and approval from the COO and Human Resources.
Please refer to the Corrective Action Policy (Policy No. 214) to ensure all appropriate steps have been taken and complete documentation has occurred during the corrective action process.
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