Are you excited to know What is the Johns Hopkins Termination Policy? Read this article for more information.
Johns Hopkins
Some time in the middle of the 1800s, Johns Hopkins began to see the vision of what he wanted to have. With amassed wealth and no wife or children of his own, he desired to leave everything to his surviving relatives and to his three servants. But he wanted something more fulfilling.
A hospital with its own medical school. That school will be a microcosm of the universal knowledge contained in a university. It was a radical thought at that time but one idea that became a functional model for others.
At 78, Johns Hopkins passed away but not before bequeathing US$7 million to the university and hospital in 1873. The largest ever to be given at that time. The initial dream has spread even further.
Terms to Understand
At Johns Hopkins, they have simplified matters related to work termination in the simplest terms. It is also good to know that the company breaks the structure into two: employee and manager/supervisor.
Here, one must understand the meaning of the words in use.
- Termination
The term refers to the ending of employment at Johns Hopkins. This may be of three types: voluntary, involuntary, or reduction of force.
- Resignation
The term refers to the ending of employment but only on the employee’s volition.
- Reduction of Force
This would refer to the cutting down on the number of employees.
Voluntary Termination
Resignation from a job at John Hopkins comes from a personal decision by the employee for whatever the reason might be. This is voluntary work termination. The employee will then adhere to and follow the process as is ingrained in the company policy.
This process will notify all concerned personnel of the impending vacancy and adjust to such accordingly. The resignation process also determines the future state of the resigning employee. This is for any possible return to the company in the future.
This is for employees who are full-time and part-time. Those that are under the limited-time employment scheme are also included. As an initial step in the process, a resigning employee must submit a resignation letter to the immediate supervisor. After that, further actions are mentioned in the section below.
Involuntary Termination
For acts disadvantageous to the operation of the university or hospital, a staff member may be terminated by force. This may include absence from work for a certain number of days without giving notice to department supervisors or managers. Such is considered as the abandonment of duty.
Involuntary work termination may also occur when an employee acts in behavior contrary to the policies instituted at Johns Hopkins. This is job termination by misconduct. Such misconduct may cover other acts by an employee or employees.
This type of job termination is conducted by derivation of facts, investigation, reviews, and concurrence by department representatives or managers. The determination, basis, and data leading to the action supported by management will all be in proper documentation.
Involuntary termination of an employee by misconduct does not open the chance for rehiring in the future. Abandonment of duty, however, may stand a chance for rehiring. That is when a review of the circumstances surrounding the action has been deliberated.
Like voluntary work termination, this type includes only staff members who are full-time, part-time, limited-time in status. An employee under this type of job termination must initiate the termination process by following the steps indicated.
Force Reduction
The university or the hospital, for some plausible reasons, may come to decide for a reduction of force at any time it deems necessary. Such is the prerogative of the company as a whole.
When this happens, employees are given enough time to prepare in written form, which is required not to be lower than 30 days. Each affected employee is expected to report to work. That is until the last day indicated in the work termination paper.
Steps to be Taken
All employees for work termination shall follow a few of the steps herein enumerated. This covers all employees under voluntary, involuntary, or force reduction termination.
- Return all properties of Johns Hopkins, such as laptops, keys, books, and phones.
- Surrender company ID.
- Remove all personal accounts from all company properties.
- Provide passwords to work accounts
- Review termination benefits.
Questions Frequently Asked
1) After work termination, can an employee apply again at Johns Hopkins for the same position?
Yes, one can be hired again by Johns Hopkins. As long as it was not an involuntary termination. If not, you have followed in full faith the procedures under voluntary work termination. In essence, a good employee will have an open-arms re-entry.
2) Does terminating work at Johns Hopkins affect all of my benefits?
Practically all benefits will be affected by any type of work termination. Some benefits will end at the last paycheck, while some will end on the final day of the remaining month. A thorough discussion with the HR department will clarify all items in the benefits package.
Conclusion
An academic and medical institution founded almost 150 years ago, Johns Hopkins is established in its existence. Despite that, it is also innovating and merging with modern times.
Regarding the treatment of its employees, Johns Hopkins has provided more than what was required by law. LifeMart gave all enrolled employees access to discounts and savings on many products such as restaurants, hotel rooms, new or used cars.
Conversely, employees under employment termination are given fair and proper dispensation from their duties according to just labor laws. The termination policy of the company is explicit and comprehensive.
