CODAC Management Manual

• The importance of keeping disability requests and associated medical information in a separate, confidential file. • Those situations when a request is made for additional information or documentation about the person’s disability or religious beliefs. Policy reference: Admin-330-Reasonable Accommodations-ADA SUPERVISOR ROLE IN SEPARATIONS/TERMINATIONS As a leader, there’s a good chance you’ll find yourself having to off-board an employee at some point in your career. Terming an employee may take a while—usually much longer than the circumstances merit. Because CODAC values individuals and must ensure employees have been afforded opportunities for training or change. This applies to coaching, discussion and legal issues. Regardless of the person or the reason they are being terminated. It’s usually a tough decision followed by more difficult conversations. Once that employee has officially left CODAC, you may be left with a group of discouraged, mourning workers who are worried about their own job security. Ensure them that these decisions are never made lightly and that we have to safeguard confidentiality. Though management cannot/should not share specifics about the situation to protect the privacy of the terminated employee, you can still provide opportunities for employees to express their concerns. You can do this in one-on-one meetings, ask open-ended questions to help employees identify what may be bothering them, and focus on each employee’s contribution to the team. Here are some other ways to reduce anxiety amongst your team: 1. It is a great time to authentically praise for the good work they offer the team. 2. Lighten the mood, it can be taxing when the team dynamic has shifted, it is important to support your team how you see it, (such as providing breakfast or having one-on-ones. OFFBOARDING E-mail Template: “Informing the team that one of their colleagues has been terminated is a tough job. Not only is it a difficult conversation to have, but it can also cause unease in the workplace. Employees may feel their own jobs are in danger, or the rumor mill may come up with far-fetched reasons as to why that employee was let go or resigned . It’s important to carefully and strategically inform the rest of the team so as not to disrupt the flow of work in your business”. (Shyambahadur Prajapati, Aug 2021) Below is the approved messaging regarding employee separation. Email communication must be sent by a director or above . ___________________________________________________________________________________________________________ “As of today, FULL NAME is no longer employed at CODAC Health, Recovery & Wellness, Inc. We wish FIRST NAME well in all future endeavors. In the interim:

Members should be directed to _______________. Projects will now be handled by _______________.

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