Termination
All CSF employees and contractors serve in at-will positions, meaning employment or contract engagement may be terminated at any time, with or without notice, and for any lawful reason. No agreement altering this at-will status is valid unless made in writing and signed by the Board of Directors or their authorized designee.
Involuntary Termination
Involuntary termination requires prior review and approval by the Designated Officer or an authorized representative. If the Designated Officer is unavailable, a delegated supervisor may oversee the process to ensure an orderly transition and recovery of all CSF property, materials, and records.
Upon termination, individuals must immediately:
Cease all CSF-related activities and communications.
Return all organizational property, files, and electronic devices.
Discontinue access to CSF systems, data, and facilities.
Access privileges may only be restored or extended in writing by the Designated Officer.
Automatic Dismissal
Immediate termination may occur for conduct that endangers the safety, integrity, or reputation of CSF, including but not limited to:
Falsifying information or omitting material facts during hiring, contracting, or reporting.
Threatening, harassing, or physically harming others in the course of CSF duties.
Theft, fraud, or deliberate property damage.
Possession of weapons or dangerous materials in the workplace.
Working under the influence of alcohol, narcotics, or controlled substances.
Misuse or falsification of financial records, reports, or billing information.
Destruction or unauthorized removal of CSF property or confidential data.
Conviction of a felony offense that affects job performance or public trust.
Unauthorized absences, abandonment of post, or repeated failure to report for duty.
Transporting clients or others in violation of CSF policy or safety standards.
Engaging in criminal activity during or outside of work that reflects adversely on CSF.
Resignation
Employees and contractors are encouraged to provide at least two (2) weeks’ written notice prior to resignation. Early notice allows CSF to ensure continuity of operations and client service. All final pay and benefits will be processed in accordance with applicable payroll policies.
Exit Process
Before departure, employees and contractors must:
Complete an exit interview to provide feedback and confirm the return of all CSF property.
Review any remaining administrative or financial obligations.
Receive final pay and applicable reimbursements through standard payroll channels.
Documentation of the termination process will be maintained in the individual’s file.
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