If You Must Leave Us
Although Southwest Care Center hopes that employment with the organization will be a mutually rewarding experience, it is understood that varying circumstances do cause employees to voluntarily resign employment. Should this time come, team members are required to follow the notice and exit procedures for voluntary resignations as indicated below. Doing so will ensure limited disruption to patient care and that there is a reasonable time to hire a replacement and/or allocate assigned duties within the department.
Notice of resignation period
Team members are to provide two weeks’ notice to facilitate a smooth transition out of the organization. Department Directors and other supervisory-level positions are to provide 4 weeks’ notice. If a team member provides less notice than requested, the team member will be deemed ineligible for rehire.
Where an team member has a contract governing resignation notification periods (i.e., physicians and advanced providers), this policy does not alter any previously executed agreement between team member and Southwest Care Center. Any agreement language related to notice period or repayment period (i.e., voluntary resignation, sign-on bonus, relocation) will be enforced.
Form of resignation notice
All resignations are to be submitted in writing and/or submitted through the Workday self-service portal. To access the resignation function in Workday, use the following steps:
• Enter your first and last name in the search bar. Click on name.
• Click the “Action” button under your name and select “Job Change” then “Resignation.”
• Enter “reason” selection and include your resignation details in the comment section. Details should include the reason for leaving and effective date. If you have a written letter, attach within this screen.
• Click “Submit” button
Email resignations will be accepted; however, team members will be directed to enter into the Workday portal to ensure the initiation of the separation function within Workday system. Any supervisor receiving an email notice of resignation will provide immediate notice to an HR representative. Team members will receive a Confirmation of Receipt of Resignation within 48 hours of submission of their resignation from their supervisor or an HR representative effective date of submission. This may be written or verbal.
Pay in lieu of notice
Management reserves the right to provide a team member with pay in lieu of notice in situations where job or business needs warrant. Such a decision should not be perceived as reflecting negatively on the team member, given that it may be due to a variety of reasons not known to the individual or other team members. Pay in lieu of notice is at the sole discretion of SCC executive management and may not be requested by the resigning team member.
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Example: Team member submits a 2-week resignation which ends on the 2nd of the month, the organization may determine that the team members last day will be on the 31st of the month prior an pay out the 2 days remaining on the notice.
Resignation for failure to report to work
Team members who fail to report to work for three consecutive days without properly communicating to their supervisor or manager the reasons for their absence will be viewed as voluntarily resigning their employment as of the third day. Any supervisor whose team member fails to report to work will provide immediate notice to an HR representative.
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Rescission of resignation
Team members will not be allowed to rescind a resignation, whether given verbally or in writing once the resignation has been confirmed by the employer. Team members who wish to discuss concerns about their continued employment are encouraged to do so prior to submitting written resignation.
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Eligibility for rehire
Team members who resign in good standing under this policy and whose documented performance under the organization’s performance management system is considered acceptable will be eligible for re-employment for a period of up to six months from the last date of employment, if rehired will return reinstated in full with benefits and seniority.
Former team members who apply for reemployment after six months will be treated as new employees for purposes of seniority-related and related benefits benefits. Former employees will be considered for open positions along with all other candidates.
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Notification of employee departures
When an employee has a confirmed departure date from the organization, those with a need to know (e.g., supervisors up the chain-of-command, payroll, front desk, IT, and security) will be notified. An HR representative will advise of the last day of actual work for the organization.
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Exit meeting and exit questionnaire
Resigning team members will receive through the Workday portal, an invitation to complete an exit questionnaire. Supervisors and in some cases HR may schedule an exit meeting to provide an opportunity to discuss the employee’s experience as a Southwest Care Center employee.
Additionally, Supervisors will be responsible for the coordination of return of equipment and other property. team members who fail to return any SCC property including keys, credit cards, fobs, cellular phones, laptops, and other equipment, will be deemed ineligible for rehire and may be subject to legal proceedings on behalf of the organization.
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Forwarding address and final pay
Departing team members will be asked to confirm their forwarding address within the Workday portal to ensure that benefits and tax information are received in a timely manner. Final pay will be direct deposited to the account on file by the next payday unless state law or other procedures dictate otherwise.
Accrued but unused Paid Time Off will be paid out consistent with the organization’s Paid Time Off (PTO) policies and state law requirements. Those individuals with Executive Time Off (ETO) will not receive payout of any unused ETO in accordance with Southwest Care Center ETO policies.
Use of time off during notification period
Team members who are working out a resignation notice are expected to fulfill their commitment to work as assigned and scheduled through the end of the resignation notice period. Team members may not use time off for this period. If time off was approved prior to resignation notice, this time will be honored, but will not count toward the required notification period (i.e., 2 or 4 required weeks of notice) and the employee will be ineligibile for rehire if they fail to work the full notice.
Additionally, employees are not allowed to use Paid Time Off or Executive Time Off to extend employment. The last day of work is considered to be the last day physically in the workplace. The last day is the sole determination of the organization and may include payment in lieu of deemed necessary by Executive Management.
Example: If an employee submits a 2-week resignation which ends on the 28th of the month, the employee may not use time off for 3 days to extend last day to the first of the following month in order to continue benefits into the new month.
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