SG2X EMPLOYEE HANDBOOK POLICES
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EMPLOYEE TERMINATION POLICY Voluntary Termination: An employee who completed his/her probation period is required to notify a managing partner in writing of his/her intention to resign from employment at least thirty days prior to his/her departure date. An employee who terminates his contract of employment contrary to this provision, i.e., without giving thirty days’ prior notice, is liable to pay compensation to the company equivalent to the sum of the thirty days’ salary minus the actual number of days’ notice provided to the Company, to the extent permitted by local law, rule and regulation. Termination of Employment by Employer: The Company may terminate an employee in accordance with the following: I.
An employment for an indefinite period may be terminated by either party upon written notice.
II.
For the sake of clarity, in the case of ‘at will’ employment arrangements, the Company need not necessarily have reason to terminate the arrangement. The Company will consider the following factors, among potentially other factors, in termination decisions: A. Unsatisfactory performance of duties by the staff with little hope for improvement; B. Failure by the staff to demonstrate the expected expertise, experience, competence, conscientiousness, reliability or diligence; C. Inability to carry out duties efficiently; D. Failure to abide by these Regulations or policies of the Company; E. Involvement in any criminal activity; F. Refusal to accept a transfer to any branch, department or other section of the Company or relocation, as may be necessary for the employee’s performance of his/her duties, without adequate justification; G. Abolishment of the staff member’s position; and/or H. In all cases, the legal requirements and guidelines for termination in the labor laws where [COMPANY NAME] employees reside.
III.
An employee who contravenes the Rules and Regulations laid down in this Employee Handbook may be given a warning in writing by a managing partner of the Company or his/her immediate supervisor. The employee may be dismissed if: A. He/She has received warning letters in accordance with the Company’s policies; B. He/She contravenes the rules and regulations stated in this Employee Handbook; C. Willful waste of Company time and/or materials;