RESIGNATION AND TERMINATION OF EMPLYOMENT POLICY

TERMINATION POLICY
Purpose
It is the policy of STIRBUCKS to ensure that employee terminations, including voluntary and
involuntary terminations due to the death of an employee, are handled in a professional manner
with minimal disruption to the workplace. In order to ensure uniform and consistent procedures
for employee terminations, the company has established rules applicable to all such terminations.
All involuntary terminations must be approved by the employee’s manager, coordinated with
Human Resources and processed in accordance with the provisions outlined in this policy.

Voluntary Terminations
A voluntary termination of employment occurs when an employee submits a written or verbal
notice of resignation, including intent to retire, to his or her supervisor or when an employee is
absent from work for three consecutive workdays and fails to contact his or her supervisor (job
abandonment).

Procedures
1. Employees are requested to provide a minimum of two weeks' notice of their intention to
separate employment.
2. Upon receipt of an employee's resignation, the manager will notify the human resource (HR)
department by sending a copy of the resignation letter and any other pertinent information
(employee's reason for leaving, last day of work).
3. The HR department will coordinate the employee's departure from the company. This process
will include the employee's returning all company property, a review of the employee's post-
termination benefits status and the employee's completion of an exit interview.
4. Employees who possess a security clearance must meet with the security officer for a
debriefing no later than their last day of employment.
Involuntary Terminations
An involuntary termination of employment, including a layoff of over 30 days, is a management
initiated dismissal with or without cause.
Procedures
1. The employee's manager must request a review by the termination review board, which
consists of the president of STIRRBUCKS, a representative from HR and the employee's
department head.
2. The employee's manager and an HR representative will notify the employee. The employee's
manager should complete an employee change form and notify HR and payroll of the last day
worked by the employee.

Final Pay
An employee who resigns or is discharged will be paid through the last day of work, plus any
unused paid time off (PTO), less outstanding loans, advances or other agreements the employee
may have with the company, in compliance with state laws. In cases of an employee's death, the
final pay due to that employee will be paid to the deceased employee's estate or as otherwise
required under state law.

Health Insurance
Medical, dental and vision insurance coverage terminates on the last day of the month the
employee separates employment or is terminated. An employee will be required to pay his or her
share of insurance premiums through the end of the month.

Return of Property
Employees must return all company property at the time of separation, including uniforms and
identification cards. Failure to return some items may result in deductions from the employee's
final paycheck where state law allows. An employee will be required to sign a wage deduction
authorization to deduct the costs of such items from the final paycheck. In some circumstances,
STIRRBUCKS may pursue criminal charges for failure to return company property.

Exit Interview
The HR department will contact an employee who voluntarily resigns to schedule an exit
interview on the employee's last day of work in STIRRBUCKS.
Eligibility for Rehire
Employees who leave STIRRBUCKS in good standing with proper notice may be considered for
rehire. Former employees must follow the normal application and hiring processes and must
meet all minimum qualifications and requirements of the position, including any required
qualifying exam. Rehired employees will not retain previous tenure when calculating longevity,
leave accruals or any other benefits, unless required by law. Employees who are involuntarily
terminated by STIRRBUCKS for cause or who resign in lieu of termination are ineligible for
rehire. In addition, employees who resign without providing adequate notice or who abandon
their job will not be considered for rehire.

RESIGNATION POLICY
Objective;
Although STIRRBUCKS hopes that employment with the company will be a mutually
rewarding experience, it is understood that varying circumstances do cause employees to
voluntarily resign employment. Should this time come, employees are asked to follow the
guidelines below regarding notice and exit procedures.
Procedures
 Notice of resignation. Employees are encouraged to provide two weeks’ notice to
facilitate a smooth transition out of the organization. If an employee provides less notice
than requested, the employer may deem the individual to be ineligible for rehire
depending on the circumstances regarding the notice given.
 Form of resignation notice. All resignations must be confirmed in writing. Employees
who verbally resign will receive a Confirmation of Resignation notice within 24 hours.
 Resignation for failure to report to work. Employees who fail to report to work for three
consecutive days without properly communicating to their supervisor or manager the
reasons for their absence will be viewed as voluntarily resigning their employment as of
the third day.
 Rescission of resignation. Employees will not be allowed to rescind a resignation,
whether given verbally or in writing, once the resignation has been confirmed by the
employer. Employees who wish to discuss concerns about their continued employment
before making a final decision to resign are encouraged to do so consistent with the
organization’s retention program.
 Forwarding address and final pay. Departing employees will be asked to confirm their
forwarding address to ensure that benefits and tax information are received in a timely
manner. Final pay will be mailed to this address by the next payday unless state law or
other procedures dictate otherwise. Accrued but unused vacation will be paid out
consistent with the company vacation policy and state law requirements.
 Exit meeting. Resigning employees will be scheduled for an exit meeting to ensure that
all tools and equipment are returned and to provide an opportunity to discuss any
questions or concerns related to employment with STIRRBUCKS. Employees who fail to
return any company property, including keys, credit cards, tools, uniforms, cellular
phones, laptops and other equipment, will be deemed ineligible for rehire and may be
subject to legal proceedings on behalf of STIRRBUCKS.
 Forwarding address and final pay. Departing employees will be asked to confirm their
forwarding address to ensure that benefits and tax information are received in a timely
manner. Final pay will be mailed to this address by the next payday unless state law or
other procedures dictate otherwise. Accrued but unused vacation will be paid out
consistent with the company vacation policy and state law requirements