These interviews are held privately, and every effort is made to encourage the terminating employee to discuss frankly all aspects of employment at UCAR, whether the separation is voluntary or involuntary. Information derived from the exit interview regarding programs, policies, procedures, supervisory techniques, salary and benefits, or any other aspect of employment is used by the Human Resources Department in recommending improvements to UCAR's policies and programs. 8 Re-employment Terminated employees who return to work at UCAR within one year of their termination and whose new appointment includes vacation and sick leave benefits have their previous rates of vacation and sick leave accrual reinstated. The balance of the employee's unused but accrued sick leave at the time of termination is also reinstated. If a new position is offered to a former employee, the employee receives the appropriate salary for the new position regardless of the rate paid during the previous UCAR employment.
Former employees are subject to a trial period when rehired.
Responsibilities 1 Division or Program Directors ensure that employees and supervisors involved in terminations are aware of and adhere to the provisions of this policy and the principles of equal employment opportunity. Division and Program Directors, after consultation with the Associate Vice-President for Human Resources and Employee Relations, are responsible for issuing termination warnings or implementing involuntary terminations of new employees who are not meeting expectations during their trial period. 2 Division and Program Directors, with the concurrence of the Associate Vice-President for Human Resources and Employee Relations, are responsible for ensuring that appropriate documentation exists to adequately support a decision to terminate an employee for performance or behavioral deficiencies. The Associate Vice-President for Human Resources and Employee Relations is responsible for monitoring the uniform and consistent application of this policy. The supervisor or a Human Resources Department representative is responsible for obtaining the approval of the Division or Program Director in all actions taken to discharge employees for unsatisfactory performance or misconduct.