This document provides an overview for supervisors on employee status changes and separations as outlined in an employee handbook. It discusses transfers and promotions, voluntary separations, involuntary terminations, and conducting termination meetings. For transfers and promotions, it emphasizes supporting employees' career growth within the company. For voluntary separations, it outlines resignation procedures. For involuntary terminations, it stresses documenting performance issues and obtaining proper approvals. When conducting termination meetings, it advises being respectful, having another person present, and promptly disabling IT access.

1. Employee
Status Change
& Separation
Universal Employee Handbook Supervisor’s Overview
Section 4
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

2. TRANSFERS and PROMOTIONS (Section 4.1)
“Over 70% of people leave their
jobs because of the way they are
led.”
~Norman Drummond
Is broadening your horizons on your radar?
• Your company prefers to promote from within!
• Variety of locations and services = interesting opportunities!
• Continued growth will further expand opportunities.
Lead your team to be the best
they can be. If that means
helping them to try for a new
position or move to another
division. Support them!
What to do if interested?
• Any employee wishing to pursue a promotion or transfer should
make their intentions known to their supervisor and monitor
open positions.
• Help ensure your employees are in a role they are not only
capable in, but are the best fit for both them and you.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

3. PARTING WAYS (Section 4.2)
When an employee decides to leave of their own choice:
The process?
• Get it in writing.
• Request notice of 2 weeks (4 weeks for supervisors);
failure to complete notice could result in being
ineligible for rehire.
No-Call, No-Show?
• An employee with 3 consecutive no-calls/no-shows is
considered to have resigned.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

4. INVOLUNTARY TERMINATIONS (Section 4.3)
When the employee leaves involuntarily
your role becomes a very important one.
One of the Most Common Causes
of a Termination Gone Bad:
Not having the proper
performance review
documentation to support your
decision.
• If for cause, the cause and any history should be documented.
• If during initial probation and not related to cause; the “at will
employee” statement is used.
• Terminations should have appropriate review and approval prior to
delivering.
• In some states, a final check is required at the time of separation.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

5. IN THE MOMENT (Section 4.4)
Remember the below when conducting the formal act of separation.
• Be kind. Be respectful.
• Take safety precautions: Conduct the termination meeting
with another person present and ensure you have a clear path
to an exit.
• Collect all issued company property.
• Notify IT to disable access to email and other company
systems (avoid delays!)
• Complete and submit the Personnel Change Form prior to the
separation whenever possible.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.