Either VHN or the employee may initiate separation. VHN encourages employees to provide at least two weeks (10 Business days) written notice prior to intended separation. After receiving such notice, an exit interview will be scheduled by the Owner/Founder or their designee. The Owner/Founder has authority to employ or separate all other employees. Circumstances under which separation may occur include:

1. Resignation. Employees are encouraged to give at least 10 business days of written notice. Since a longer period is desired, the intention to resign should be made known as far in advance as possible. Employees who resign are entitled to receive accrued, unused Vacation benefits.

2. Termination or Lay-off. Under certain circumstances, the termination or lay-off of an employee may be necessary. Employees who are terminated or laid off are entitled to receive accrued, unused Vacation benefits. The Owner/Founder has authority to discharge an employee from the employ of VHN. As stated above, all employment at VHN is “at will.” That means that employees may be terminated from employment with VHN with or without cause, and employees are free to leave the employment of VHN with or without cause. Reasons for discharge may include, but are not limited to:

• Falsifying or withholding information on your employment application that did or would have affected VHN's decision to hire you (this conduct will result in your immediate termination);

• Falsifying or withholding information in other personnel records including personnel questionnaires, performance evaluations or any other records;

• Performance at work below a level acceptable to VHN or the failure to perform assigned duties;

• Failure to complete required time records or falsification of such time records;

• Insubordination;

• Refusing to work reasonable overtime;

• Performance of duties likely to cause or actually causing personal injury or property damage;

• Fighting, arguing or attempting to injure another;

• Destroying or willfully damaging the personal property of another, including VHN's property;

• Breach of confidentiality;

• Using or appearing to use for personal gain any information obtained on the job, which is not readily available to the general public or disclosing such information that damages the interests of VHN or its customers or vendors;

• Placing oneself in a position in which personal interests and those of VHN are or appear to be in conflict or might interfere with the ability of the employee to perform the job as well as possible;

• Using VHN property or services for personal gain or taking, removing or disposing of VHN material, supplies or equipment without proper authority;

• Gambling in any form on VHN property;

• Dishonesty;

• Theft;

• The possession, use, sale or being under the influence of drugs or other controlled substances or alcoholic beverages during working hours or on the VHN premises at any time in violation of VHN's policies.

• Carrying or possessing firearms or weapons on VHN property;

• Excessive tardiness or absenteeism whether excused or unexcused;

• Unauthorized absence from work without proper notice; and

• Engaging in discriminatory or abusive behavior, including sexual harassment. At the sole discretion of the Owner/Founder, the employee may be asked to leave immediately or be given a period of notice.