King Tours & Limousine Service Inc understands that not every driver or non-driving employee will be able to meet his or her personal or professional development needs or career development goals within the company. Further, King Tours & Limousine Service Inc understand that not all drivers or other employees will be able to meet the company’s standards of conduct, productivity, or safety within their roles.

Therefore, King Tours & Limousine Service Inc will decide the need for drivers or other employees to leave the organization (voluntarily or involuntarily) whenever such need occurs.


All employees, managers, and human resource personnel of the company should familiarize themselves with the contents contained within this policy.

The Company, its management, and human resource professionals are expected to carry out this policy in a manner that promotes mutual respect and reduces the impact of separation of employment for both the individual and the company.


Employment-at-will statement

King Tours & Limousine Service Inc adheres to the principle of employment-at-will. In compliance with employment-at-will, King Tours & Limousine Service Inc or the individual employee may terminate the employment relationship at any time, for any reason, or for no reason at all.

The policy and procedures of King Tours & Limousine Service Inc are not intended to create a contract of employment. Nothing contained in any policy or related procedures of King Tours & Limousine Service Inc shall constitute a contract of employment or agreement for a definite or specific term of employment. Nor does anything in any policy or related procedures of King Tours & Limousine Service Inc alter the at-will relationship between the company and its employees.

Types of termination

There are seven basic types of termination of employment recognized by King Tours & Limousine Service Inc. The types of termination, complete with their descriptions, include:

1. Release. A permanent employment separation initiated by the company due to unsatisfactory job or safety performance. In the event of a release, the company will generally (but not always, depending on individual situations) give the employee advanced notice (or equivalent pay in lieu of advanced notice) of up to 7 days.

2. Discharge. A permanent employment separation initiated by the company due to serious misconduct, violation of company policies or related procedures, or for disciplinary reasons. In the event of a discharge, advanced notice is not required, and termination of the employment relationship will be considered immediate.

3. Resignation. A permanent employment separation initiated by the employee. In the event of a resignation, the company may consider reinstatement of the employee if the need for reinstatement consideration should arise. In addition, the company reserves the right to end the employment relationship immediately upon receiving notice of resignation without regard for the time limit stated on the notice.

4. Temporary Layoff. A temporary separation of employment initiated by the company and due to economic reasons, business conditions and an unexpected health crisis.

5. Permanent Layoff. A permanent separation of employment initiated by the company due to economic conditions, corporate reorganization, or downsizing.

6. Medical Termination. A voluntary or involuntary separation of employment initiated by the employee or company. A medical termination will be used in the event an employee is determined (by a company approved medical professional) to be unable to perform the duties of his or her job with or without reasonable accommodation. An employee who is terminated for medical reasons may be considered for reinstatement if the medical condition(s) that caused the separation of employment has been cured, successfully treated, or no longer exists.

7. Deceased.

Serious misconduct

King Tours & Limousine Service Inc always expects its employees to conduct themselves in a professional and safe manner and with due regard and respect to the company, other employees, and external customers and vendors. In addition, Company expects all employees to understand and adhere to all company policies and procedures.

King Tours & Limousine Service Inc will take all appropriate and necessary disciplinary action when any employee is found to have violated company policy, procedures, other work rules, or engaged in serious misconduct. Appropriate disciplinary action may include verbal or written warnings, progressive disciplinary measures, or immediate separation of employment (see Discharge above).

The company considers serious misconduct or other work rule violation behaviors to include (but not limited to) the following:

● A failure to comply with company policies or procedures.

● A failure to adhere to the Driver Code of Conduct.

● Unacceptable job performance.

● An unwillingness or inability to follow management instruction and/or direction.

● Reporting to work or responding to a call-in situation in an unfit condition including being under the influence of alcohol, drugs, or other controlled substances.

● Being in possession of illegal drugs (controlled substances), alcohol, firearms, or weapons of any kind while on (or in) company property.

● Intentionally delaying operations or other work activities or influencing others to do so.

● Unprofessional conduct with co-workers, customers, or vendors.

● Sexual harassment as well as verbal, physical, or psychological harassment due to race, color, religion, sex, national origin, disability, age, or any other protected characteristic under government laws.

● Excessive absence, unexcused absence, or job abandonment.

● Excessive tardiness.

● Falsification or destruction of company records or documents, and/or unauthorized disclosure of confidential company information.

● Theft and/or destruction of company property, assets, services; or theft and/or destruction of other employees’ personal property.

● Smoking in restricted/prohibited areas of the company.

● Violation of company safety or fire prevention rules, policies, and related procedures.

● Fighting on company, customer, or vendor premises.

● Carelessness regarding personal hygiene and appearance.

● Deemed to be uninsurable under King Tours & Limousine’s Inc standard insurance policy.

● Breach of Employment Agreement.

Termination process

Before any employment separation action is taken, responsible King Tours & Limousine Service Inc personnel shall:

● In the event of a resignation, arrange and conduct a formal exit interview with the departing employee.

● In the event of a discharge, review the employee’s personnel and driver qualification file, and any documentation from previous performance reviews, corrective actions, or disciplinary measures.

● Advise next level manager(s) of the reason(s) for termination and planned termination date.

● Prepare a checklist for any company-assigned equipment, asset, or property that needs to be returned by the employee.

● Prepare a formal, written notice of discharge letter that includes any insurance, benefits, or accrued vacation time the employee may be entitled to.

● Consult with the company’s legal counsel prior to the separation meeting to review the case.

● Arrange and conduct a separation meeting with the employee in an appropriate location (where discretion and confidentiality can be maintained), and where the terminated employee may exit the premises with a minimum amount of embarrassment.

● Have another company representative present during the employment separation meeting.

Post-termination procedures

After any termination, involved company personnel will:

● In the event of a resignation, complete the exit interview form, analyze it, place the original in the employee’s personnel file, and forward a copy to the next level manager(s).

● In the event of a discharge, carefully review the entire termination process to ensure all company procedures were properly followed.

● Schedule a post-termination meeting with the next level manager(s).

● Write a summary report of the termination process (to be dated and signed by all involved personnel), and file it in the employee’s personnel file.

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