[{"data":1,"prerenderedAt":483},["ShallowReactive",2],{"document-separation-policy-D13773":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":482},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"SEPARATION POLICY INTRODUCTION The Separation Policy of [COMPANY NAME] outlines the procedures and guidelines for managing the separation of employment between the company and its employees. This Policy aims to ensure that separations are conducted professionally, ethically, and in compliance with all applicable laws and regulations. PURPOSE The purpose of this Policy is to: Define the circumstances under which employment separations may occur. Establish a consistent process for managing separations. Ensure that employees are treated with respect and dignity throughout the separation process. DEFINITIONS Separation: The cessation of employment between an employee and [COMPANY NAME] for any reason, including resignation, termination, retirement, or other voluntary or involuntary actions. SEPARATION CATEGORIES [COMPANY NAME] recognizes the following categories of separation: Voluntary Resignation: When an employee chooses to terminate their employment voluntarily. Involuntary Termination: When [COMPANY NAME] terminates an employee's employment for reasons such as performance issues, misconduct, or organizational changes. Retirement: When an employee chooses to retire in accordance with [COMPANY NAME]'s retirement policies. End of Contract: When an employee's contract or temporary assignment with the company concludes. SEPARATION PROCESS The separation process will vary, depending on the category of separation. However, the general process may include: Notice period, if applicable. Return of company property. Exit interviews, if conducted.",null,"Separation Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/separation-policy-D13773.png","https://templates.business-in-a-box.com/imgs/250px/13773.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13773.xml",{"title":15,"description":6},"separation policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Separation Policy Template","https://templates.business-in-a-box.com/imgs/400px/13773.png","https://templates.business-in-a-box.com/imgs/600px/13773.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Offboarding & References","/templates/offboarding-and-references/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,115,131,146,162],{"label":38,"url":39,"thumb":40,"extension":10},"Termination and Separation Policy","/template/termination-and-separation-policy-D13788","https://templates.business-in-a-box.com/imgs/250px/13788.png",{"label":42,"url":43,"thumb":44,"extension":10},"Cancellation Policy","/template/cancellation-policy-D12627","https://templates.business-in-a-box.com/imgs/250px/12627.png",{"label":46,"url":47,"thumb":48,"extension":10},"No Cancellation Policy","/template/no-cancellation-policy-D13451","https://templates.business-in-a-box.com/imgs/250px/13451.png",{"label":50,"url":51,"thumb":52,"extension":10},"Employee Termination Policy","/template/employee-termination-policy-D13489","https://templates.business-in-a-box.com/imgs/250px/13489.png",{"label":54,"url":55,"thumb":56,"extension":10},"24h Cancellation Policy","/template/24h-cancellation-policy-D12685","https://templates.business-in-a-box.com/imgs/250px/12685.png",{"label":58,"url":59,"thumb":60,"extension":10},"Employee Separation Agreement","/template/employee-separation-agreement-D12842","https://templates.business-in-a-box.com/imgs/250px/12842.png",{"label":62,"url":63,"thumb":64,"extension":10},"Separation and Release Agreement","/template/separation-and-release-agreement-D524","https://templates.business-in-a-box.com/imgs/250px/524.png",{"label":66,"url":67,"thumb":68,"extension":10},"Separation Agreement","/template/separation-agreement-D13184","https://templates.business-in-a-box.com/imgs/250px/13184.png",{"label":70,"url":71,"thumb":72,"extension":10},"Job Separation Agreement","/template/job-separation-agreement-D13995","https://templates.business-in-a-box.com/imgs/250px/13995.png",{"label":74,"url":75,"thumb":76,"extension":10},"Equal Opportunity Policy","/template/equal-opportunity-policy-D13265","https://templates.business-in-a-box.com/imgs/250px/13265.png",{"label":78,"url":79,"thumb":80,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":82,"url":83,"thumb":84,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":100},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":93,"description":6},"employee dismissal letter",[95,97],{"label":18,"url":96},"human-resources",{"label":98,"url":99},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":102,"descriptionCustom":6,"label":103,"pages":8,"size":9,"extension":10,"preview":104,"thumb":105,"svgFrame":106,"seoMetadata":107,"parents":109,"keywords":108,"url":114},"EXIT INTERVIEW QUESTIONNAIRE Employee Name: Employee ID: Last Working Day: Departing Employee's Job Position: Reason for Leaving: Better job opportunity Relocation Retirement Personal reasons Career change Unhappy with current role Unhappy with the company culture Other (please specify): ________________________________________________________ Overall, how satisfied were you with your experience at [Company Name]? Very satisfied Satisfied Neutral Dissatisfied Very dissatisfied What were the main factors influencing your decision to leave? (Select all that apply) Compensation and benefits Lack of career advancement opportunities Work-life balance Management and leadership Company culture Job responsibilities Workload and stress Relationship with colleagues Lack of training and development opportunities Other (please specify): ________________________________________________________ Were your concerns or issues discussed with your supervisor or HR during your employment? Yes No Not applicable If yes, how satisfied were you with the resolution of your concerns or issues?","Exit Interview Questionnaire","https://templates.business-in-a-box.com/imgs/1000px/exit-interview-questionnaire-D13686.png","https://templates.business-in-a-box.com/imgs/250px/13686.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13686.xml",{"title":108,"description":6},"exit interview questionnaire",[110,111],{"label":18,"url":96},{"label":112,"url":113},"Hire an Employee","hire-employee","/template/exit-interview-questionnaire-D13686",{"description":116,"descriptionCustom":6,"label":117,"pages":88,"size":9,"extension":10,"preview":118,"thumb":119,"svgFrame":120,"seoMetadata":121,"parents":123,"keywords":122,"url":130},"Performance Improvement Plan (PIP) Standard Operating Procedure Department: Human Resources Purpose: This procedure is to help setting up a performance improvement plan for employees having difficulties in their work. Frequency: When needed Procedure: Outline employee work history. Document performance issues. Develop an action plan. Review the performance improvement plan (PIP). Set up meeting with the employee. Explain areas for improvement and plan of action. Supervisor and employee should sign the PIP form. Establish regular follow-up meetings. PIP Conclusion. Definition/Explanation: Performance improvement plan: Process used when an employee has not carried out work to satisfactory standard. Usually undertaken by supervisor with the assistance of his own superior or HR professional","How to Create a Performance Improvement Plan","https://templates.business-in-a-box.com/imgs/1000px/how-to-create-a-performance-improvement-plan-D12564.png","https://templates.business-in-a-box.com/imgs/250px/12564.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12564.xml",{"title":122,"description":6},"how to create a performance improvement plan",[124,127],{"label":125,"url":126},"Business Plan Kit","business-plan-kit",{"label":128,"url":129},"Business Procedures","business-procedures","/template/how-to-create-a-performance-improvement-plan-D12564",{"description":132,"descriptionCustom":6,"label":133,"pages":134,"size":135,"extension":10,"preview":136,"thumb":137,"svgFrame":138,"seoMetadata":139,"parents":140,"keywords":144,"url":145},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":153,"description":6},"non disclosure agreement nda",[155,158],{"label":156,"url":157},"Legal Agreements","business-legal-agreements",{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":165,"size":9,"extension":10,"preview":166,"thumb":167,"svgFrame":168,"seoMetadata":169,"parents":171,"keywords":170,"url":175},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":170,"description":6},"employment agreement_at will employee",[172,173,174],{"label":18,"url":96},{"label":112,"url":113},{"label":156,"url":157},"/template/employment-agreement_at-will-employee-D541",false,{"seo":178,"reviewer":190,"legal_disclaimer":176,"quick_facts":194,"at_a_glance":196,"personas":200,"variants":225,"glossary":252,"sections":282,"how_to_fill":328,"common_mistakes":369,"faqs":386,"industries":414,"comparisons":431,"diy_vs_pro":444,"educational_modules":457,"related_template_ids_curated":460,"schema":468,"classification":470},{"meta_title":179,"meta_description":180,"primary_keyword":181,"secondary_keywords":182},"Separation Policy Template (Free Word)","Free separation policy template covering voluntary resignation, termination, layoffs, and offboarding procedures. Used in 190+ countries. Free Word and PDF download.","separation policy template",[183,184,185,186,187,188,189],"employee separation policy","separation policy word template","employee offboarding policy","termination policy template","employee separation procedure","workforce separation policy","separation policy free download",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":195,"legal_review_recommended":176,"signature_required":176},"medium",{"what_it_is":197,"when_you_need_it":198,"whats_inside":199},"A Separation Policy is a formal internal HR document that defines the procedures, responsibilities, and timelines an organization follows when an employee exits — whether through voluntary resignation, involuntary termination, layoff, or retirement. This free Word download gives you a structured, editable starting point you can tailor to your organization's size and HR practices, then export as PDF for your employee handbook or HR portal.\n","Use it when formalizing your offboarding process for the first time, updating an outdated termination procedure, or building a consistent HR framework as your team grows past 10 employees. It is also needed when preparing for an HR audit, ISO certification, or multi-location operations that require standardized people practices.\n","The policy covers separation types and definitions, notice period requirements, final pay and benefits continuation rules, asset return and access revocation procedures, exit interview protocols, and documentation and records retention requirements.\n",[201,205,209,213,217,221],{"title":202,"use_case":203,"icon_asset_id":204},"HR managers","Standardizing offboarding procedures across departments and locations","persona-hr-manager",{"title":206,"use_case":207,"icon_asset_id":208},"Small business owners","Establishing a formal separation process before a first termination arises","persona-small-business-owner",{"title":210,"use_case":211,"icon_asset_id":212},"Operations directors","Ensuring IT, payroll, and facilities follow a consistent offboarding checklist","persona-operations-director",{"title":214,"use_case":215,"icon_asset_id":216},"Startup founders","Building people-operations infrastructure ahead of rapid headcount growth","persona-startup-founder",{"title":218,"use_case":219,"icon_asset_id":220},"Legal and compliance officers","Documenting separation procedures to reduce wrongful termination exposure","persona-legal-compliance",{"title":222,"use_case":223,"icon_asset_id":224},"Staffing agencies","Providing a standard separation policy to client employers managing placed workers","persona-staffing-agency",[226,229,233,237,241,244,248],{"situation":227,"recommended_template":7,"slug":228},"Documenting the full lifecycle of an employee exit from any cause","separation-policy-D13773",{"situation":230,"recommended_template":231,"slug":232},"Formally notifying an employee their role is being eliminated","Employee Termination Letter","employee-dismissal-letter-D508",{"situation":234,"recommended_template":235,"slug":236},"Structuring the step-by-step offboarding checklist for IT and HR","Employee Offboarding Checklist","checklist-home-based-employee-D565",{"situation":238,"recommended_template":239,"slug":240},"Documenting a group layoff or reduction-in-force event","Reduction in Force Policy","workplace-recycling-and-waste-reduction-policy-D13864",{"situation":242,"recommended_template":66,"slug":243},"Recording the terms of a mutual separation and release of claims","separation-agreement-D13184",{"situation":245,"recommended_template":246,"slug":247},"Conducting a structured conversation with a departing employee","Exit Interview Form","exit-interview-form-D510",{"situation":249,"recommended_template":250,"slug":251},"Outlining performance improvement steps before termination for cause","Performance Improvement Plan","how-to-create-a-performance-improvement-plan-D12564",[253,256,259,262,265,268,271,274,277,280],{"term":254,"definition":255},"Voluntary Separation","An employee-initiated exit, including resignation or retirement, where the employee chooses to end the employment relationship.",{"term":257,"definition":258},"Involuntary Separation","An employer-initiated exit, including termination for cause, layoff, or reduction in force.",{"term":260,"definition":261},"Notice Period","The amount of advance notice — expressed in days or weeks — that either party must give before the separation becomes effective.",{"term":263,"definition":264},"Final Pay","All wages, accrued vacation, commissions, and other compensation owed to an employee at separation, typically required by law within a specified number of days.",{"term":266,"definition":267},"COBRA Continuation","A US federal law allowing departing employees to continue group health coverage for up to 18 months by paying the full premium themselves.",{"term":269,"definition":270},"Reduction in Force (RIF)","A structured elimination of positions — driven by budget, restructuring, or business contraction — rather than individual performance.",{"term":272,"definition":273},"Severance Pay","Compensation offered to an employee beyond their final paycheck upon separation, typically tied to length of service and conditioned on signing a release of claims.",{"term":275,"definition":276},"Exit Interview","A structured conversation or survey conducted with a departing employee to gather candid feedback on their experience and reasons for leaving.",{"term":278,"definition":279},"Offboarding","The full administrative and operational process of transitioning an employee out of the organization, covering IT access, asset return, knowledge transfer, and final paperwork.",{"term":66,"definition":281},"A binding legal document — separate from the policy — in which both parties agree to the terms of a specific separation, often including a mutual release of claims.",[283,288,293,298,303,308,313,318,323],{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Purpose and scope","States why the policy exists, which employees and employment types it covers, and which locations or business units it applies to.","This policy applies to all full-time, part-time, and fixed-term employees of [COMPANY NAME] at all locations in [JURISDICTION(S)] and governs all forms of employment separation, including voluntary resignation, retirement, involuntary termination, and reduction in force.","Scoping the policy to only one separation type (e.g., resignation) and omitting involuntary terminations — leaving managers without guidance on the cases that carry the most legal risk.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Definitions of separation types","Clearly distinguishes between voluntary resignation, retirement, termination for cause, termination without cause, layoff, and abandonment so managers apply the correct procedures.","Termination for Cause: separation initiated by [COMPANY NAME] due to documented misconduct, policy violation, or performance failure. Termination Without Cause: separation initiated by [COMPANY NAME] for business reasons unrelated to employee conduct.","Treating 'job abandonment' the same as voluntary resignation without specifying a number of consecutive no-call/no-show days (typically 3) that trigger the abandonment classification.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Notice requirements","Specifies how much advance notice employees must give when resigning and what notice the company will provide (or pay in lieu of) when initiating a separation.","Employees are expected to provide a minimum of [TWO WEEKS'] written notice of resignation. [COMPANY NAME] will provide [TWO WEEKS'] notice or equivalent pay in lieu when terminating employment without cause, plus any additional notice required by applicable law.","Setting a notice period for employees but not addressing pay-in-lieu provisions for employer-initiated separations, which creates ambiguity about whether a terminated employee must physically work their notice period.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Final pay and accrued benefits","Details when and how the final paycheck is issued, what accrued balances (PTO, commissions) are paid out, and how benefits coverage ends.","Final pay, including all accrued and unused vacation as of the separation date, will be issued no later than [DATE REQUIRED BY LAW OR COMPANY POLICY]. Health benefits coverage will continue through the last day of the calendar month in which separation occurs.","Failing to specify state- or province-specific final pay deadlines — many jurisdictions mandate same-day or next-day final pay for terminations, with penalties for late payment.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Severance pay and eligibility","Defines who qualifies for severance, the calculation formula, and the conditions (typically signing a release) that must be met before severance is paid.","Employees terminated without cause with [ONE OR MORE YEAR(S)] of service are eligible for severance of [ONE WEEK] per full year of service, up to a maximum of [TWELVE WEEKS]. Severance is conditioned on the employee signing a Separation Agreement and Release within [21] days of tender.","Offering severance with no requirement to sign a release of claims, which pays out severance without obtaining the legal protection it is designed to purchase.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Asset return and access revocation","Lists which company property the employee must return, the deadline for return, and when IT will revoke system access — including email, VPN, and cloud accounts.","The employee must return all company property — including laptop, access cards, company credit cards, and confidential documents — by [LAST DAY OF EMPLOYMENT]. IT will revoke all system access at [TIME] on the separation date.","Scheduling IT access revocation for 'after the employee leaves the building' without a specific time, which allows after-hours access to systems on the final day.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Knowledge transfer and transition responsibilities","Establishes what the departing employee is expected to document or hand off — ongoing projects, client contacts, passwords, and process notes — before their last day.","During the notice period, the employee will complete a Transition Plan documenting: (a) status of active projects, (b) pending client or vendor commitments, (c) location of key files, and (d) any credentials required for continuity, stored in [DESIGNATED SYSTEM].","Leaving knowledge transfer to informal conversation rather than a written Transition Plan, which means institutional knowledge walks out the door and the handoff is unverifiable.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Exit interview process","Describes who conducts the exit interview, when it takes place, which topics it covers, and how the feedback is recorded and reported.","HR will conduct a structured exit interview with all voluntarily departing employees during their final week, using the standard Exit Interview Form (Form HR-[XX]). Results are aggregated quarterly and reported to [MANAGER / LEADERSHIP TEAM] without individual attribution.","Making exit interviews optional and only conducting them when the employee agrees, which skews feedback toward positive departures and misses the candid input that informs retention improvements.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Documentation and records retention","Specifies which separation documents must be completed, who is responsible for completing them, and how long the records must be retained.","HR will complete and file the following within [5] business days of separation: Separation Notice, final pay confirmation, asset return checklist, and exit interview summary. Separation records will be retained for [7] years from the separation date in [HRIS / DESIGNATED FILE SYSTEM].","Retaining separation records in a manager's personal email or local drive rather than a centralized system, making them unavailable for audits, unemployment claims, or litigation.",[329,334,339,344,349,354,359,364],{"step":330,"title":331,"description":332,"tip":333},1,"Customize the purpose and scope section","Replace all placeholders with your company's legal name, list the jurisdictions where you operate, and confirm which employee classifications (full-time, part-time, contract) the policy covers.","If you have employees in multiple states or provinces, note jurisdiction-specific carve-outs in an appendix rather than complicating the main policy body.",{"step":335,"title":336,"description":337,"tip":338},2,"Define each separation type precisely","Review the definitions section and adjust the language to match your existing HR terminology. Add a job abandonment definition specifying the number of consecutive no-call/no-show days that trigger the classification.","Align your definitions with the language used in your employment contracts and employee handbook to avoid contradictions.",{"step":340,"title":341,"description":342,"tip":343},3,"Set notice periods for each separation type","Enter the required notice periods for both employee resignations and employer-initiated separations. Add a pay-in-lieu provision confirming that the company may elect to pay notice rather than require the employee to work it.","Check your employment agreements — if they specify longer notice periods for specific roles, the policy must reference that the contract governs where it provides more than the policy minimum.",{"step":345,"title":346,"description":347,"tip":348},4,"Enter final pay timing and accrued-balance rules","Insert the specific number of days for final pay issuance and confirm whether accrued PTO is paid out on separation. Verify the applicable state or provincial deadlines and use the shorter of the two as your policy standard.","Some states (e.g., California) require same-day final pay for involuntary terminations — note this as a state-specific exception even if it differs from your general policy.",{"step":350,"title":351,"description":352,"tip":353},5,"Define severance eligibility and the release requirement","Set the minimum tenure required for severance eligibility, the per-year-of-service formula, and the maximum cap. Confirm that severance is explicitly conditioned on the employee signing a Separation Agreement and Release within 21 days.","For employees over 40, the Older Workers Benefit Protection Act (OWBPA) in the US requires a 21-day review period and a 7-day revocation window for releases of age-discrimination claims.",{"step":355,"title":356,"description":357,"tip":358},6,"Populate the asset return and access revocation checklist","List every category of company property relevant to your workforce (laptops, phones, access cards, company vehicles) and specify a revocation time for IT access on the separation date.","Coordinate with IT to confirm the exact revocation window — a specific time (e.g., 5:00 PM local time on the last day) prevents ambiguity far better than 'end of business.'",{"step":360,"title":361,"description":362,"tip":363},7,"Add the records retention period and filing location","Insert your retention period (typically 5–7 years depending on jurisdiction), name the HRIS or filing system where records are stored, and assign a specific HR role as the records custodian.","Cross-reference your jurisdiction's employment records retention requirements — federal EEOC regulations in the US require personnel records to be kept for 1 year from termination; state laws may require longer.",{"step":365,"title":366,"description":367,"tip":368},8,"Review against your employee handbook and distribute","Compare the completed policy against your handbook's termination section to eliminate contradictions. Publish the policy to your HR portal and notify all managers with a one-page summary of their responsibilities under it.","Version-stamp the policy with an effective date and a next-review date (typically 12 months) so it doesn't become stale and go unenforced.",[370,374,378,382],{"mistake":371,"why_it_matters":372,"fix":373},"No jurisdiction-specific final pay deadlines","Many US states mandate same-day or next-business-day final pay for involuntary terminations. Missing the deadline triggers statutory penalties that can equal two to three times the unpaid wages.","Add a jurisdiction appendix to the policy listing the final pay deadline for each state or province where you have employees, and instruct payroll to apply the most restrictive timeline.",{"mistake":375,"why_it_matters":376,"fix":377},"Offering severance without a required release of claims","Severance paid without a signed release gives the employee compensation but preserves their right to sue — the company pays out without obtaining the legal protection the payment is intended to secure.","State explicitly in the severance section that payment is contingent on the employee executing a Separation Agreement and Release within the applicable review period.",{"mistake":379,"why_it_matters":380,"fix":381},"Vague IT access revocation timing","Specifying 'access will be revoked on the last day' without a time leaves systems open after an employee has been escorted out, creating data exfiltration risk during after-hours access.","Coordinate a specific revocation time with IT (e.g., noon on the final day for involuntary separations) and document it in both the policy and the offboarding checklist.",{"mistake":383,"why_it_matters":384,"fix":385},"Storing separation records in managers' personal email or local drives","Records stored outside a centralized HRIS are unavailable when an unemployment claim, EEOC charge, or lawsuit requires them — often months or years after the separation.","Name a specific HRIS or secure file system in the policy as the mandatory location for all separation records, and assign an HR custodian responsible for filing within five business days.",[387,390,393,396,399,402,405,408,411],{"question":388,"answer":389},"What is a separation policy?","A separation policy is a formal HR document that defines the procedures an organization follows when an employee exits — covering voluntary resignation, involuntary termination, layoff, and retirement. It specifies notice periods, final pay rules, asset return procedures, severance eligibility, and records retention requirements. Its purpose is to ensure every departure is handled consistently, compliantly, and with a clear audit trail.\n",{"question":391,"answer":392},"What is the difference between a separation policy and a separation agreement?","A separation policy is an internal operational document that defines standard procedures for all employee exits. A separation agreement is a binding legal contract negotiated for a specific individual departure — typically including a mutual release of claims in exchange for severance. The policy governs the process; the agreement documents the terms of one particular exit.\n",{"question":394,"answer":395},"Is a separation policy legally required?","No law in the US explicitly mandates a written separation policy, but several employment regulations — including WARN Act notice requirements for mass layoffs and state-specific final pay laws — impose obligations that a policy helps operationalize. In the UK and Canada, written HR policies are expected by employment tribunals as evidence of fair practice. In practice, organizations without a documented policy face greater exposure in wrongful termination and discrimination claims.\n",{"question":397,"answer":398},"What should a separation policy include?","A complete separation policy covers: definitions of separation types, notice period requirements for both employees and the employer, final pay timing and accrued-balance payout rules, severance eligibility and formula, conditions for severance payment (including release of claims), asset return and IT access revocation procedures, knowledge transfer expectations, exit interview process, and documentation and records retention requirements.\n",{"question":400,"answer":401},"How does a separation policy reduce legal risk?","A documented policy demonstrates that the organization applies consistent procedures to all separations regardless of protected class — a key defense in wrongful termination and discrimination claims. It also ensures final pay is issued on time (avoiding statutory penalties), IT access is revoked promptly (reducing data breach exposure), and severance is only paid in exchange for a signed release of claims. Courts and employment tribunals view documented, consistently applied policies as evidence of fair treatment.\n",{"question":403,"answer":404},"What is the difference between termination for cause and termination without cause?","Termination for cause is an employer-initiated separation based on specific documented conduct — misconduct, fraud, gross negligence, or repeated policy violations. It typically carries no severance and requires documented progressive discipline in most jurisdictions. Termination without cause is a business-driven separation unrelated to employee conduct, such as a restructuring or role elimination. It typically triggers severance and notice obligations. The distinction matters because the procedures and documentation requirements are different for each.\n",{"question":406,"answer":407},"How long should separation records be retained?","US federal regulations require personnel records to be kept for at least one year from the date of termination under EEOC guidelines; the ADEA requires three years for payroll records. Many employment attorneys recommend seven years to cover the statute of limitations for most employment claims. State laws may impose longer requirements. As a practical standard, retaining all separation records for seven years covers most jurisdictions and claim types.\n",{"question":409,"answer":410},"Should exit interviews be mandatory in a separation policy?","Making exit interviews mandatory for voluntarily departing employees produces more consistent and useful data than making them optional. However, exit interviews cannot be compelled under most employment frameworks — the policy should state that HR will schedule an exit interview with all departing employees, acknowledging that participation is expected but not grounds for withholding final pay. Aggregate, anonymized results are most actionable when reviewed quarterly.\n",{"question":412,"answer":413},"How often should a separation policy be updated?","Review the policy at least annually and immediately after any significant change — a new state or country of operation, an update to final pay laws, a change in severance formula, or a major organizational restructuring. Version-stamp each revision with an effective date and archive prior versions so you can demonstrate what policy was in effect at the time of any specific separation.\n",[415,419,423,427],{"industry":416,"icon_asset_id":417,"specifics":418},"Technology / SaaS","industry-saas","IP assignment verification and immediate system-access revocation are critical given employees' broad access to source code, customer data, and cloud infrastructure.",{"industry":420,"icon_asset_id":421,"specifics":422},"Healthcare","industry-healthtech","HIPAA-compliant offboarding requires revoking access to EHR systems on the separation date and documenting the revocation, with patient data access logs retained for audit purposes.",{"industry":424,"icon_asset_id":425,"specifics":426},"Financial Services","industry-fintech","Regulatory obligations may require notifying FINRA or the FCA of licensed employee departures within a defined window, and garden leave is common for senior traders or advisors.",{"industry":428,"icon_asset_id":429,"specifics":430},"Retail / Hospitality","industry-retail","High turnover and shift-based scheduling make a streamlined, manager-executable offboarding checklist essential — the policy must be simple enough for frontline supervisors to apply consistently.",[432,435,438,441],{"vs":66,"vs_template_id":433,"summary":434},"separation-agreement-D13772","A separation policy is an internal HR procedure document applied uniformly to all exits. A separation agreement is a negotiated legal contract between the employer and a specific departing employee, typically exchanging severance for a release of claims. The policy defines how the company manages departures; the agreement resolves the legal dimension of one particular exit. Both documents are typically used together for involuntary terminations.",{"vs":231,"vs_template_id":436,"summary":437},"employee-termination-letter-D505","A termination letter is a written notice to one employee confirming the end of their employment, the effective date, and the reason for separation. A separation policy is the internal framework that governs how all terminations are processed. The letter is a deliverable that comes out of following the policy — not a substitute for it.",{"vs":250,"vs_template_id":439,"summary":440},"performance-improvement-plan-D709","A performance improvement plan (PIP) is used before a termination for cause to document performance gaps and give the employee a structured opportunity to improve. A separation policy governs what happens once the employment relationship ends. In a well-run HR process, the PIP precedes the separation; the policy governs what follows.",{"vs":133,"vs_template_id":442,"summary":443},"employee-handbook-D712","An employee handbook is a comprehensive guide to all company policies — compensation, conduct, benefits, and procedures including separation. A standalone separation policy is a more detailed operational document that expands on the handbook's separation section with specific procedures, timelines, and checklists for HR and managers. The handbook communicates the rules to employees; the separation policy operationalizes them for the people running the process.",{"use_template":445,"template_plus_review":449,"custom_drafted":453},{"best_for":446,"cost":447,"time":448},"Small and mid-sized businesses establishing a standard separation process for the first time","Free","2–3 hours to customize and publish",{"best_for":450,"cost":451,"time":452},"Companies with employees in multiple states or provinces, or those updating after a termination dispute","$300–$800 for an HR consultant or employment attorney review","3–5 business days",{"best_for":454,"cost":455,"time":456},"Enterprises with unionized workforces, complex multi-jurisdiction operations, or heavily regulated industries","$1,500–$4,000+","2–4 weeks",[458,459],"employee-offboarding-best-practices","final-pay-laws-by-state",[243,232,461,251,442,462,463,232,464,465,466,467],"exit-interview-questionnaire-D13686","non-disclosure-agreement-nda-D12692","employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","job-offer-letter-long-D12769","remote-work-agreement-D13282","fixed-term-contract-D13225",{"emit_how_to":469,"emit_defined_term":469},true,{"primary_folder":96,"secondary_folder":471,"document_type":472,"industry":473,"business_stage":474,"tags":475,"confidence":481},"offboarding-and-references","policy","general","all-stages",[476,477,478,479,480],"offboarding","termination","separation-policy","employee-exit","hr-procedures",0.95,"\u003Ch2>What is a Separation Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Separation Policy\u003C/strong> is a formal internal HR document that establishes the standard procedures, timelines, and responsibilities an organization follows whenever an employee exits — whether through voluntary resignation, involuntary termination, layoff, or retirement. It defines separation types, specifies notice requirements, outlines final pay and benefits rules, governs asset return and IT access revocation, and sets records retention standards. Unlike a separation agreement — which resolves the legal terms of one specific exit — a separation policy provides the operational framework that governs every departure consistently, regardless of the reason or the individual involved.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a documented separation policy, every employee exit becomes an improvised event managed differently by each manager or HR generalist involved. The consequences are concrete: final pay issued late triggers statutory penalties in most US states; IT access left open after an employee's last day creates data exfiltration exposure; severance paid without a signed release of claims gives away money without obtaining legal protection; and inconsistent treatment across separations hands plaintiffs evidence of disparate practice in wrongful termination claims. A written policy closes all of these gaps by standardizing the process before a departure occurs — so HR, IT, payroll, and managers all execute the same steps in the same order every time. This template gives you a complete, editable starting point to formalize your offboarding process in an afternoon rather than building it from scratch after a separation has already gone wrong.\u003C/p>\n",1781185990429]