Termination of Employment


POLICY:
 
All employees are employed at the will of this organization for an indefinite period and are subject to termination at any time, for any reason, with or without cause, with or without notice.  
 
PROCEDURE:
 
1.  Employees may terminate employment at any time and for any reason after proper notice.  Employees are employee at the will of this organization.  All employees are expected to give at least two weeks' written notice of their intent to resign.
 
2.  No  representative of this organization is authorized to modify this policy for any employee or to enter any agreement  contrary to this policy.  Representations which are not consistent with this policy should not be made by supervisory and management personnel.  This policy shall not be modified by any statements contained in any  documents and no document shall create an express or implied contract of employment for a definite period.
 
3.  Completion of an introductory period or conferral of regular or permanent status shall not change an employee's status as an employee-at-will.
 
4. Statements of specific grounds for termination set forth in this Manual or elsewhere are not all inclusive and are not intended to restrict the right of the employer to terminate at will. Nothing contained in this Manual, in employee handbooks and/or applications, memorandums, or other materials provided to employees in connection with their employment shall require the employer to have 'just cause' to terminate that employee or otherwise restrict the right to terminate an employee at any time or for anyreason.
 
5.  Any employee who is absent from work without having notified his immediate supervisor or the Manager on call of the absence or the reason for it will be considered as having resigned after the second consecutive day of absence.  The term 'Job Abandonment' will apply if the employee has missed four scheduled days without notice to their Manager. The term'Voluntary Quit' may apply, as a result of the employees failure to contact the Manager on call for their absence without "good cause".  An employee has "good cause" if the average person, in the same situation, would have quit his or her job .  Before quitting, the employee must make a "good faith effort" to avoid quitting their job.  That means that before quitting, the employee must tell the Manager or Administrator about the problem and give the organization a chance to solve the problem.  If the problem is out of the organization's hands, then the employee must show that they tried to overcome the problem themselves.  Quitting for a personal preference is not considered good cause. Unemployment compensation can not be rewarded to an employee that has voluntarily quit or abandoned their job. In the event the law changes, these policies are understood to reflect the law at the time of reference.
 
6.  Employees are responsible for all property, materials or written information issued to them or in their possession or control.  Employees on or before their last day of work must return all of the property.  Upon termination of his/her employment, the employee shall promptly deliver all notes, memoranda, notebooks, drawings, records, or other documents made, compiled, obtained, or acquired by the employee concerning any customer or  patient, product, apparatus, procedure, or process used or developed by this organization.
 
7.  Where permitted by applicable laws, the cost of any items that are not returned when returned shall be withheld from the employees final paycheck.  This organization shall take all action deemed appropriate to recover or protect its property.
 
8.  Termination and discharge procedures are only guidelines and do not constitute a legal contract between our
    organization and its employees.  In addition, specified grounds for termination are not all-inclusive as this
   employer reserves the right to terminate employment for   any reason.
    
    The list below is not all-inclusive, but it does outline  some of the reasons for which you may be immediately terminated:
 
     - Falsification of any information on your job application
     - Bartering products or services.
     - Theft of supplies or possessions of co-workers,  visitors, or patients.
     - Breach of confidentiality or dissemination of   confidential information.
     - Forging, altering, or deliberately falsifying any document, authorization, or record.
     - Jeopardizing the health or safety of patients or co-workers by disregarding health and safety issues.
     - Using alcohol or mind-altering, unprescribed drugs, or narcotics on office premises or during office hours.
     - Disrespectful, disorderly, or abusive conduct toward co-workers, patients, physicians, or visitors.
     - Willful or negligent destruction of the organization's   property
     - Threat of, or the act of doing bodily harm.
     - Neglect of duty.
 
 
   This organization reserves the right to add to, or modify,  the above list at any time.
 
9. Disciplinary Counseling: In addition to the preceding reasons for termination, an employee may be terminated if his or her performance is consistently sub-standard.  If you exhibit sub-standard performance, disciplinary action will be taken, using a series of counseling sessions.  
 
 
   Meeting 1: The employee and supervisor and/or MedicalDirector will discuss the nature of the alleged
   problem.  The employee will have an opportunity to disagree.   Discussion will ensue as to how the problem
   can be resolved and goals will be set accordingly, along with a time frame.  This meeting will be
   documented in writing, signed by the employee and supervisor and/or Medical Director and put into the
   employee's personnel file.
 
   Meeting 2: The employee and supervisor and/or Medical Director will review the previously written goals. If the
   goals were reached it will be noted and signed by all  in attendance.  If the goals were not reached or behavior
   has not changed; reasons for same will be discussed.  The goals and plan will be revised, if applicable and the
   employee will agree to it by signing off on the plan. This meeting will be documented in writing, signed by the
   employee, and supervisor and/or Medical Director and put into the employee's personnel file.
 
   Meeting 3: If the problems are not resolved: the supervisor and/or the Medical Director will inform the
   employee that, because the problem is still unresolved, they will have ten days in which to change their
   performance and meet the goals previously set forth.  The employee will be informed that failure to do so will
   result in termination.  This meeting will be documented in writing, signed by the employee, and supervisor
   and/or Medical Director and put into the employee's personnel file.
 
   Meeting 4:  If the goals are not reached by the 10 days the employee will be informed of the termination. The
   termination session will be documented in writing, signed by the employee, and put and supervisor and/or Medical Director and put into the employee's personnel file.

Approved By Governing Board last reviewed March 27, 2016
ET.9
Control #164.1
GUPTA GASTRO