Voluntary Termination vs. Involuntary Termination

A voluntary termination is usually not a result of poor performance and is not attributable to the

employer. Typically, these are decisions made exclusively by the employee. Examples of these

are: the employee took another position; possibly with more pay/benefits, a spouse changed jobs

that included a family move, the employee wants to attend seminary, etc.

An involuntary termination is made by the employer and is frequently due to the employee’s poor

performance. Poor performance can be a result of: a misunderstanding of responsibilities, an

inability or unwillingness to raise the funds necessary to sustain the employee, an unwillingness to

be held accountable, the employee doesn’t have the skills proclaimed, etc.

Employers should review reasons for and volume of involuntary terminations. A poor hire is costly to

a business and there are ways to learn from them and reduce future poor hires. 

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TECHNOLOGY EXIT PROCEDURE

This procedure is relevant whether a departing employee is given FCA property as a “gift” or is given the opportunity to purchase the equipment they used as an active employee.

When the employee is given FCA property (laptop/iPad/cell phone, etc.), it is FCA’s responsibility to treat the gift as a taxable fringe benefit. The IRS doesn’t dictate whether we give gifts but it does dictate that we handle them in the appropriate taxable manner.

Ideally, the Human Resources Dept. receives word of a terminating employee so the below procedure is adhered timely enough that a valuation is determined and reflected on the individual’s final paycheck. If a final paycheck isn’t accessible due to late reporting of the termination, the employee will have an option to purchase the equipment at the Fair Market Value. The following items are things to keep in mind as an employee transitions off staff.

Email - As of the termination date, no more email communication will go through the fca.org account assigned to the terminated employee. If you as the supervisor need access to this account, please contact Human Resources.

Computer, cell phone, or other Devices - Support Services can assist with the removal of the software & data from the equipment to assist in repurposing the equipment that was purchased with FCA funds. If the person leaving is given or is interested in purchasing the FCA equipment, the equipment must be sent back to the NSC to have all FCA software and data removed and given a fair market value (FMV) price before being shipped to the individual leaving staff. The FMV serves as the purchase price to the employee or as the amount treated as a taxable fringe benefit on his/her final paycheck.

Credentials to all FCA websites or systems for this staff person are removed on the day of termination. If there are other sites (ex: local FCA websites, bank accounts) that this staff person had access to, please consider changing those passwords.

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Performance Action Plan Coaching is the highest form of servant leadership. Therefore, it is the expectation that every staff member will be given the opportunity to improve performance before being terminated for poor performance. When needed, supervisors will develop a Performance Action Plan (TeamNet under Human Resources) and review the plan with the employee. The plan must be adhered to and successfully completed for the staff person to be able to continue employment. Important assumptions to consider when dealing with staff performance: 

FCA stands behind its staff and doesn’t want to lose anyone 

Boards don’t have the authority to terminate

Termination of any field staff must have VP of Field Ministry approval

There is a process to hire and a process to terminate Performance Action Plan STEPS 

S tart by asking God for wisdom and understanding. Proverbs 21:30 

T rack your concerns and identify the problem(s) 

E xplain the issues and give an opportunity to improve 

P repare a Performance Action Plan and agree on the timeline/outcomes 

S ubmit all documentation to VP of Field Ministry and Human Resources 

Discipline is intended to encourage an employee who has demonstrated unacceptable performance or misconduct to improve his or her performance/conduct to an acceptable level. Cases of serious misconduct will result in immediate dismissal. When it’s deemed appropriate, disciplinary action may include verbal warnings, written warnings or suspension from work depending upon the quality, kind and frequency of the misconduct.