2.25 Termination and Resignations

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f f I City of Eugene Human Resource and Risk Services Policies 3-1000 TERMINATION OF EMPLOYMENT (Revised 10/21/99) In most cases, the employee's termination date will be the last day the employee was physically at work and employees should not code vacation, holiday, floating holiday or comp time taken on their termination date unless approved by HRRS. Accumulated vacation, shift holiday (including floating holiday), and comp. time payments are included in the final paycheck as appropriate. For employees who terminated employment while on an approved leave of absence, the termination date should be the date the employee resigned (i.e. I, notified supervisor they would not return to work), or the last day of the leave (if the employee failed to return from leave). i SEE: APPM 3-1030 Payoff at Termination for Non-Represented Employees ~ SEE: Appropriate Labor Agreements. for Represented Employees I~ 3-1010 VOLUNTARY TERMINATIONS 3-1011 Resignation (Revised 09/16/02) Resignations should be submitted in writing to the employee's supervisor and indicate the date of resignation. An absence without approval or notice of leave for three (3) consecutive work days shall be considered a voluntary termination if the City determines that there is not sufficient justification for the lack of notice. 3-1.012 Retirement (Revised os/o9/o2) Employees who plan to retire should contact the PERS office at least six (6) months prior to the retirement date for an estimate of their retirement benefits, and for information about benefit procedures. SEE: Section 3-770 for more detailed information about PERS for Non-Represented Employees SEE: Section 3-714 for more detailed information about health insurance for Non-Represented Employees SEE: Section 3-760 for more detailed information about Deferred Compensation for Non-represented Employees SEE: Appropriate Labor Agreements for Represented Employees Human Resource and Risk Services Revised: 09/16/02