Employment Policies and Practices Termination of Employment

Termination of employment means leaving the school for any reason, e.g., resignation, layoff, retirement.

Obtaining of the school clearance is a part of the termination procedure.  All accountabilities must be settled, or some suitable arrangement made.  Upon completing the clearance and signing the quitclaim, the employee receives his/her final paycheck.  This usually includes the equivalent of the 13th month pay and all amounts due him/her at termination.

  1. Resignation is the termination of employment initiated by the employee by giving up his/her position.  A letter of resignation is to be submitted at least one month (30 working days) before date of effectivity.  Such advance notice helps in the preparation of the paycheck and computation of benefits at termination of employment.  The resignation letter, addressed to the President through the Unit/Office Head, is endorsed to the former by the latter with the proper remarks like “endorsed for approval” and other pertinent information.

    Copies of the resignation letter, duly noted by the President, are furnished the supervisor, the HRADO Director, and the Treasurer.

    In case of faculty, however, considering the nature of our commitment to the students, no resignation is to be accepted within the term for Collegiate and Graduate faculty or within the school year for High School or Grade School faculty.  If the employee decides to leave without proper acceptance of his/her resignation, he/she will be considered dismissed in which case all pertinent benefits will be deemed forfeited.

    The Ateneo of course understands emergency situations on a case to case basis and will so give exceptions when necessary.
  2. Retirement is the terminal point of an employee’s full-time permanent position with the school.  The normal retirement age in the Ateneo is 60.  In special cases and considering government regulations, retirees, as needed, may be contracted for specific periods of time, e.g., half time or even thee-quarter of time as teachers or staff.  They may be contracted as consultants or assistants for specific projects  or jobs as needed.

  3. Termination of employment by dismissal is done at the will of the employer with prejudice to the employee.  Dismissal may be due to some misconduct committed by the employee such as abandonment of responsibility, inability to meet the institution’s standards of performance, violation of rules and regulations,  and insubordination.  The decision to dismiss an employee requires the approval of the school’s President.  A decision to dismiss is made only after due process has been observed.

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