Page 107 - Employee Handbook 1-2015 rev9

V. Resignation, Retirement and Final Pay

In the event of resignation, employees should give a two week advance notice, preferably
in writing. This time is necessary, not only to enable the City to locate and train your
replacement, but also to provide official notice so that your final check can be delivered on a
scheduled pay day. When retirement paperwork is completed in Human Resources, immediate
supervisors and department heads will be notified of the completed application and retirement
date.

Failure to comply with this policy will create difficulties in processing your final pay and
also may result in your being ineligible for re-employment with the City. All final paychecks are
physical checks and can either be mailed or picked up in the Human Resources Department.

W. Exit Interview

In order to make sure that all employees who leave City employment are sufficiently
informed as to their final pay, continuation of benefits under the Public Health Services Act
(PHSA) portion of section III, and rights and conditions of separation, exit interviews are
conducted by the Human Resources Department staff.

If you leave the City for any reason, you must schedule an exit interview with the
Human Resources Department. For your convenience, final checks will be forwarded to the
Human Resources Department for delivery.

X. Reemployment

A former employee of the City may be re-employed provided the previous City
employment record was satisfactory. Any former employee of the City terminated for
violation(s) of the City’s policies relating to workplace violence or sexual harassment will be
automatically precluded from re-employment with the City in any capacity. Re-employed
individuals are subject to the conditions of employment in effect at the time of re-employment.
A former employee re-employed in a new classification will normally begin at the 90% Market
Reference Point (MRP) for the classification without accrued benefits except as otherwise
provided. (See Section III, Benefits/Sick Leave/Transfer)

Re-employment in the same classification, and at the same rate of pay from which the
employee was separated, can only be granted with the approval of the City Manager or his
designee. This re-employment will be without accrued benefits, except for vested interest, as
described in the pension plan. Individuals re-employed on this basis will establish a new
employment date.

An employee who is terminated as a result of a positive drug or alcohol test may be
considered for reemployment after two (2) years from the date of termination. Former employees

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City of Winston-Salem Employee Handbook (January 2015 Revision)