RubinBrown Team Member Manual

Termination of Employment 209

Policy Title: Policy Number:

Section:

Employment

Effective Date:

Supersedes Policy Dated:

06/01/2024

06/01/2023

Background: RubinBrown promotes amicable employment separation from the Firm. Team members are encouraged to discuss intentions to leave the Firm with the team member's Career Advocate(s), Service Unit Leader, or Department Leader prior to taking final action. The Firm may be able to provide the team member with career counseling, networking or job search assistance in a mutually beneficial manner prior to any final commitments made by the team member. Policy: It is the policy of RubinBrown that the employment relationship of a team member shall be considered terminated for all purposes in the event of: resignation or retirement; discharge for any reason; failure to report to work or call in for two successive work days without reasons satisfactory to Firm Leadership; or failure to perform work for RubinBrown for any reason for a period of nine continuous months unless the team member is on an approved leave of absence. Procedure: All team members of RubinBrown, except those team members under individual written contracts signed by the Chairman and/or Managing Partner of RubinBrown, are at-will team members (also see “Employment at Will”, Policy Number 200). In the event a team member’s employment terminates, health insurance benefits are cancelled effective the last day of the month in which the team member resigned, subject to the team member’s right to elect continued coverage at the team members own expense under COBRA or state law (also see “COBRA – Continuation of Medical and Dental Coverage, Policy Number 403). Team members who have resigned employment from RubinBrown are required to provide their Career Advocate(s), Service Unit Leader, Department Leader written notice of intent two weeks prior to the effective date of resignation. Members of management should refer to their management agreement to determine their required notice period. Failure to give appropriate notice may result in ineligibility for re-employment except where otherwise prohibited by state law. Firm leadership may choose to accept the resignation immediately rather than request the team member to complete a two week notice. If the team member is involved in actions constituting misconduct as determined by RubinBrown, the team member may not receive compensation for the two week notice period. All Firm property must be returned no later than within 7 days of the team member’s final day of service. If any RubinBrown property which is currently or has previously been in the team member’s possession has been lost or damaged, the cost of replacement shall be deducted from the team member’s final pay. In the event that the previous scenario applies to hourly, non-exempt team members, the amount deducted shall not reduce the team member’s earnings for the final pay period below the current minimum wage. In the event a team member chooses to terminate employment, the Service Unit Leader, Department Leader or Career Advocate must forward the notice of resignation or documentation of other reasons to the Human Resource Department. The Human Resources Department will assist the team member in transition by arranging final pay, conducting an exit interview, handling internal transition announcements, collecting RubinBrown property, and completing the separation checklist.

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