Human Resources s2

Human Resources Policy/Procedure Title: Date of Issue: Policy Number: PRN Termination of Employment April 1, 2009 HR255 Approved By: Revision Dates: Last Review Date: Don Nickleson, CEO

Purpose:  To describe the conditions under which a PRN employee who has not worked in a six month period at Comprehensive Pharmacy Services (CPS) may be terminated.

Scope:  All CPS employees classified as PRN.

Definitions:  PRN – Employees who are utilized to supplement the staffing level on a relief or intermittent basis at the assigned location. These employees generally work “as needed” based on the site’s requirements and as notified by their manager.

Policy: I. PRN Status A. Employees classified as PRN shall not work an established schedule but work limited hours on an intermittent basis at their assigned location. B. PRN employees shall work at least once in a six (6) month period, unless less frequent work is approved by the Manager. II. Termination of Employment A. PRN employees who have not worked in the six (6) month reporting period (as recorded by the CPS timekeeping system) shall be identified for employment termination, unless the Manager has approved less frequent work. 1. Human Resources shall run a time tracking report at the end of each quarter (March, June, September, and December) showing hours PRN employees have not worked in the six (6) month period. 2. Managers shall review this report and make the decision to terminate the employee. III. Notification of Termination A. Following a confirmation to terminate the employee from the employee’s Manager, Human Resources shall send the notification letter.

HR255 PRN Termination of Employment

of 2 B. PRN employees shall receive a letter indicating their employment has been terminated as they have not worked in the past six (6) month period. 1. This letter shall be sent to the employee’s address of record in the payroll system. 2. Termination due to inactivity shall be considered “voluntary” thus allowing the employee an opportunity to seek reemployment at a later date. 3. The effective date of termination shall be the date the letter is sent to the employee notifying him or her of the employment termination. Procedure: A. Time Worked 1. Employees shall report hours worked using the CPS timekeeping system. 2. The CPS timekeeping system shall be used to generate a report of hours worked by PRN employees for purposes of this policy.

B. Employee Responsibility 1. Employees shall notify their Manager, in writing, if they are no longer available or interested in working for CPS on a PRN basis.

C. Manager Responsibility 1. Managers shall confirm with the Human Resources department the need to notify and terminate a PRN employee who has not worked during the reported six (6) month period. 2. Managers shall process the termination for PRN employees through ADP Manager Access as soon as possible upon notification.

Exceptions: Exceptions to this policy may not be made unless approved in advance by the employee’s manager and the Director of Human Resources.

These policies do not create a contract of employment for any length of time, nor does it change the at-will nature of employment. Some of the policies described may require further interpretations. The Company reserves the right to add, modify, or terminate its employee policies, practices and procedures and/or benefits at any time. This on-line policy supersedes all prior policies, including (without limitation, any hard-copy version of this policy previously distributed) and all prior practices and procedures on subjects covered in this policy. Because our on-line policies are updated from time to time, employees should review the on-line policies to be informed of the current policies in effect.

HR255 PRN Termination of Employment