Separation of Employment
Employees are requested to provide a minimum of two weeks’ notice of resignation to their Department Head prior to their last day of work. The notice of resignation shall be forwarded to Human Resources with a completed Personnel Action Form. All terminating employees are to be provided with the state guide on Unemployment Benefits and Unemployment Form Receipt Acknowledgement form. As appropriate, the Human Resource Manager will contact the employee regarding an exit interview.
Whenever there is a lack of work or a lack of funds requiring a reduction in the number of non-union employees in a department of the Town, any layoffs shall be designated by the Town Administrator. Employees so affected shall be given a minimum of two (2) work weeks ‘notice. Notice of any vacancies will be included with the notice of layoff. Qualified employees on layoff and subject to recall shall continue to receive notification and be given preferred consideration for vacant positions for two (2) years.
Every departing employee has the right to an exit interview.
Retirees are eligible for health, dental, and life insurance coverage if they are eligible for health, dental, and life insurance at the time of retirement and they are receiving a pension from either Clinton Retirement System or Massachusetts Teacher Retirement. The Town will pay 60% of a health plan rate. Retirees must pay 100% of the dental premium.
A surviving spouse or dependent may continue health and dental coverage, provided that they were enrolled when the retiree passed. Health coverage may be converted to a retiree supplemental plan after the age of 65 (regardless of work status). Spouses and/or dependents are responsible for 100% of the premium(s) and will be billed monthly.
(as provided for under M.G.L. Chapter 32B, section 9A)
Any individual, who is regularly employed twenty (20) or more hours per week with any member unit or units of the Clinton Retirement System shall become a member of the CRS. Upon becoming a member of the CRS, a member must maintain the status of being regularly employed 20 or more hours per week to continue contributing to the CRS and accruing additional creditable service, consistent with the Town of Clinton Retirement Board’s creditable service regulation. Further information on this program is available: Patricia Hazel, CRB Administrator @ (978) 365-4118 or by email to firstname.lastname@example.org
Vacation pay / Termination
Whenever employment is terminated by dismissal through no fault or delinquency on the part of the employee, or by retirement, or entrance into the military, the employee shall be paid an amount equal to the vacation allowance as earned and not granted in the vacation year prior to such termination. In addition, payments shall be made for that portion of the vacation allowance earned in the vacation year during which termination occurred up to the time of the employee’s separation from the payroll.
Sick Leave / Termination
Termination of Employment
Whenever termination of employment occurs payment or nonpayment of accumulated sick leave will be determined as follows:
(a)In cases of involuntary termination, the employee shall not be entitled to payment of accumulated sick leave.
(b) In cases of voluntary termination, an employee with less than twenty (20) years of continuous service, shall not be entitled to compensation of accumulated sick leave.
(c) In cases of voluntary termination of an employee with twenty (20) years or more of continuous service shall receive compensation at the rate of twenty (20) percent of accumulated sick leave.
(d) In cases of termination of employment due to death the employee’s estate shall be compensated at the rate of twenty (20) percent of accumulated sick leave.
CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employer sponsored group medical and dental plans to allow covered employees and their dependents to elect to have their current medical coverage continued at the employee and dependents’ expense, at group rates. Typically, the event that qualified the employee determines how long they are eligible to remain on COBRA:
Termination of employment 18 Months
Reduction in hours of employment 18 Months
Death of employee 36 Months
Divorce or legal separation 36 Month
Loss of dependent status 36 Months