Leaving the Company

Employees may resign from employment with 47G at any time, with or without notice, subject to the at-will employment relationship.

As a professional courtesy and to support operational continuity, employees are encouraged to provide at least two weeks’ advance notice when resigning. Employees in leadership roles, roles with major event responsibilities, financial responsibilities, member relationships, grant obligations, or time-sensitive projects are encouraged to provide additional notice when practical.

47G values clean transitions. Notice allows the organization to transfer knowledge, protect relationships, complete critical work, preserve records, and reduce disruption to the team and ecosystem partners.

Providing notice does not guarantee that employment will continue through the requested resignation date. 47G may accept the resignation immediately or designate an earlier separation date, subject to applicable law.

Employees are expected to submit resignations in writing to their supervisor and Human Resources or authorized leadership.

A written resignation should include the employee’s intended final day of employment and, when appropriate, a brief transition summary. Employees are not required to provide detailed personal reasons for resigning.

47G may confirm receipt of the resignation in writing and may provide instructions regarding transition duties, final pay, benefits, property return, access changes, and exit procedures.

A verbal resignation may be accepted by 47G, but written documentation is preferred to avoid confusion and support accurate records.

Employees who resign are expected to support an orderly transition.

Transition responsibilities may include completing assigned work, documenting open projects, transferring files, updating systems, providing status reports, identifying key contacts, returning property, reconciling expenses, submitting final time records, and briefing supervisors or coworkers on pending matters.

Employees must not delete, remove, conceal, alter, or retain 47G information, records, contacts, files, work product, passwords, financial information, member information, partner materials, or other organizational assets.

A strong departure reflects the same standard as strong employment: professionalism, stewardship, and follow-through.

47G may terminate employment at any time, with or without cause or notice, subject to applicable law.

Involuntary termination may result from performance concerns, misconduct, policy violations, loss of trust, funding changes, restructuring, role elimination, business needs, failure to meet job requirements, attendance issues, confidentiality violations, safety concerns, or other lawful reasons.

47G may use coaching, corrective action, performance improvement plans, suspension, or other steps before termination when appropriate. However, 47G is not required to follow any specific sequence before ending employment.

Termination decisions will be handled with professionalism, discretion, and appropriate documentation.

Before separation, or as soon as practical after separation, employees may be required to complete final responsibilities assigned by 47G.

Final responsibilities may include returning company property, submitting final time records, reconciling expenses, transferring files, providing passwords or access information to authorized personnel, completing exit documents, preserving records, and cooperating with transition instructions.

Employees remain responsible for confidentiality, non-disclosure, intellectual property, conflict-of-interest, data security, and other continuing obligations after employment ends.

Separation from employment does not release an employee from duties that continue by law, policy, or written agreement.

Company property must be returned in accordance with Section 14.7. In an involuntary termination, 47G will generally arrange for the return of equipment, keys, badges, credit cards, and documents on the employee’s last day rather than allowing an extended return window.

An employee who fails to report to work and does not notify their supervisor may be considered a no-call/no-show.

A no-call/no-show creates operational risk, especially when an employee is responsible for events, member meetings, public-sector engagements, deadlines, travel, payroll, finance activity, or other time-sensitive work.

Unless otherwise required by law or approved by 47G, an employee who is absent for three consecutive scheduled workdays without notice may be considered to have voluntarily resigned through job abandonment.

47G may review the circumstances before making a final determination, including whether the absence may involve emergency circumstances, protected leave, disability accommodation, military leave, or another legally protected reason.

Employees are expected to return to work on the approved return date following PTO, protected leave, personal leave, unpaid leave, medical leave, military leave, or any other approved absence.

An employee who does not return from leave and does not communicate with 47G may be considered to have voluntarily resigned, subject to applicable law.

Employees who need additional leave or an extension must request approval before the scheduled return date when practical. Employees should provide updated information, expected timing, and any documentation required by law or policy.

Failure to return company property, respond to communication, or provide required documentation may affect separation processing, benefits, and rehire eligibility.

47G will provide final pay in accordance with applicable federal, state, and local law.

Final pay may include wages earned through the final day worked, approved reimbursements, applicable deductions, and other amounts required by law or written policy.

Employees are responsible for submitting final time records, expense reports, receipts, mileage logs, and any other required documentation promptly so final pay and reimbursements can be processed accurately.

Questions about final pay should be directed to Human Resources, Finance, or authorized leadership.

47G’s unlimited PTO policy does not create a fixed bank of accrued PTO hours or days.

Unused PTO is not paid out upon separation unless required by applicable law or expressly provided in a written agreement signed by authorized leadership.

Because unlimited PTO does not accrue as earned wages, employees do not have a balance of unused PTO available for payout when employment ends.

47G may deny PTO requests during a resignation notice period or final period of employment when business needs, transition responsibilities, or operational continuity require the employee’s presence.

47G may make deductions from final pay only as permitted by applicable law.

Permitted deductions may include required tax withholding, benefit premiums, authorized deductions, wage garnishments, repayment obligations, or other deductions allowed by law and supported by proper documentation.

Employees may be required to repay unauthorized expenses, personal charges on company credit cards, unreturned property, or other amounts owed to 47G when repayment is lawful and properly authorized.

47G will administer final pay deductions in accordance with applicable wage payment laws.

Employees and covered dependents may have rights to continue certain health benefits after separation from employment, reduction in hours, or another qualifying event, if required by COBRA or other applicable continuation coverage laws.

Continuation coverage is governed by applicable law and plan terms. Eligibility, deadlines, premiums, coverage duration, qualifying events, and election procedures will be described in notices provided by the plan administrator or benefits provider.

Employees are responsible for reviewing continuation coverage notices carefully and taking required action within stated deadlines.

47G is not responsible for missed deadlines, incorrect addresses, or failure to review notices, except as required by law.

Employees who participate in a 47G retirement plan may have rights regarding vested account balances, rollovers, distributions, loans, beneficiary designations, and other plan matters after separation.

Retirement plan rights and procedures are governed by the applicable plan documents and plan administrator requirements.

Employees should review plan materials carefully and contact the plan administrator, Human Resources, or a qualified financial advisor with questions.

47G does not provide personal investment, tax, or financial advice.

Other benefits may end, continue, convert, or remain available after separation depending on plan terms, carrier rules, applicable law, and employee eligibility.

Benefits that may be affected include medical, dental, vision, life insurance, disability insurance, employee assistance programs, wellness benefits, tuition assistance, professional development support, expense reimbursement, and other programs offered by 47G.

Employees are responsible for reviewing separation materials, benefit notices, plan documents, and deadlines.

47G may recover benefit overpayments, unpaid premiums, or other amounts owed when permitted by law and applicable plan terms.

47G may conduct an exit interview with employees who separate from employment.

The purpose of an exit interview is to gather feedback, understand the employee’s experience, identify opportunities for improvement, clarify final responsibilities, confirm property return, review continuing obligations, and support an orderly transition.

Exit interviews are part of institutional learning. They allow 47G to improve systems, strengthen culture, and maintain operational discipline.

Employees are encouraged to provide honest, constructive, and professional feedback.

Human Resources, the employee’s supervisor, or authorized leadership may schedule an exit interview before the employee’s final day or shortly after separation.

The exit interview may be conducted in person, by video call, by phone, or through a written process.

Employees are expected to participate when requested, unless circumstances make participation impractical.

The exit process may also include final pay information, benefit notices, return-of-property instructions, access changes, confidentiality reminders, and transition documentation.

Feedback provided during an exit interview should be handled with discretion and reviewed by appropriate leaders when needed.

Employees may be asked about role clarity, leadership, workload, communication, culture, training, systems, member engagement, operational challenges, and recommendations for improvement.

Employees should avoid disclosing confidential information from another employer, making knowingly false statements, or using the exit process to interfere with ongoing operations.

47G may use exit feedback to improve policies, leadership practices, onboarding, retention, workflows, and team alignment.

Employees must return all 47G equipment upon request or separation.

Equipment may include laptops, tablets, monitors, phones, headsets, chargers, keyboards, mice, storage devices, cameras, event equipment, office equipment, or other items issued to the employee.

Equipment should be returned in good condition, reasonable wear excepted. Employees should report lost, stolen, damaged, or malfunctioning equipment promptly.

47G may inspect returned equipment and take appropriate action regarding missing or damaged property when permitted by law.

Employees must return all keys, badges, access cards, parking passes, identification cards, security tokens, and other access credentials upon request or separation.

Employees may not retain, duplicate, transfer, lend, or use access credentials after employment ends.

47G may deactivate access before, during, or after the separation process based on business need, security considerations, or operational requirements.

Employees issued a company credit card must return the card upon request or separation.

Before separation, employees must submit all outstanding receipts, expense reports, explanations of charges, travel documentation, and any other information needed to reconcile the account.

Employees must not use a company credit card after resignation notice is given, after separation is communicated, or after card privileges are revoked unless expressly authorized.

Unauthorized charges may result in repayment obligations or other action permitted by law.

Employees must return or transfer all 47G documents, files, records, notes, reports, presentations, contracts, board materials, grant materials, financial records, employee records, member information, partner materials, event plans, and other work product upon request or separation.

This requirement applies to physical documents and digital documents, including materials stored on laptops, phones, cloud drives, email, project management systems, personal devices, personal accounts, external drives, or other storage locations.

Employees must not delete, destroy, alter, copy, forward, download, or retain 47G documents unless authorized in writing or required by law.

Employees may be required to certify that all company documents and confidential information have been returned or deleted from personal possession.

Employees must provide access information needed to preserve 47G business continuity.

Employees may be required to transfer account ownership, provide administrative access, confirm shared file locations, remove personal recovery information from company accounts, and ensure that 47G can access company systems, files, and communications.

Employees must not change passwords, delete accounts, disable access, remove records, or interfere with 47G’s ability to operate systems or preserve information.

Company accounts and work product belong to 47G to the fullest extent permitted by law.

Former employees may be eligible for rehire at 47G depending on the circumstances of separation, prior performance, conduct, role availability, business needs, qualifications, and leadership review.

Rehire eligibility is not guaranteed. 47G may determine that a former employee is not eligible for rehire based on misconduct, poor performance, policy violations, failure to return property, breach of confidentiality, job abandonment, unresolved repayment obligations, or other concerns.

Employees who leave 47G professionally, complete transition responsibilities, return property, and maintain trust may be considered for future opportunities when appropriate.

A decision to rehire a former employee must follow 47G’s normal hiring, approval, and employment eligibility processes.

All reference requests, employment verification requests, and requests for information about former employees must be directed to Human Resources or authorized leadership.

Employees should not provide official references, employment dates, job titles, compensation information, performance information, or separation details on behalf of 47G unless authorized.

47G may limit responses to dates of employment, job title, and other information required or permitted by law, unless the former employee provides written authorization or 47G determines that additional disclosure is appropriate and lawful.

This policy protects employees, former employees, and the organization by ensuring that employment information is handled consistently and professionally.