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Employee Change/Termination Form

Directions

The Employee Change/Termination Form (PEO083) is required for all changes of information, rate of pay or employment status for any employee.

Submit this form to your Payroll Specialist to ensure accurate and timely processing of changes.

Section 1

Fill out all bold fields with current information of the employee you are submitting a change for.

Include only one employee per sheet.

Section 2

Complete only fields where there are changes to an employee’s information. Indicate if employee’s insurance plan includes an HSA (Health Savings Account).

Section 3

Complete fields that apply to your employee’s status.

Be aware that benefits will be effective until the last day of the month of the employee’s reported termination date, not the last day worked. For example, if you enter a last day worked of 5/31, but a termination date of 6/1, benefits will be effective until 6/30 and if the employee has no further wages, you will be responsible for the premiums associated with this coverage.

Pursuant to Texas Senate Bill 51, timely notice of termination of benefits is mandated. As such, clients with Texas employees participating in the HMO plan(s) will be billed for the insurance costs associated with the coverage for a terminated employee through the later of: 1) the end of the month in which the termination is effective, or 2) the end of the month that the notice of termination was provided to Paychex.

Section 4

Complete this information for each employee terminated.

For assistance with this portion of the form, contact the Paychex State Unemployment Insurance Group at 1-800-472-0072 or refer to the descriptions on the next page of this document.

Be sure to provide as much detail as possible and to attach copies of any documentation such as warning notices, attendance records, etc. and maintain the originals in the employee’s personnel file.

Remember: If you indicate you will be reporting payroll on a terminated employee, you must still report this to your Payroll Specialist.

For assistance with Paychex HR Solutions – PEO Health & Benefits, contact your payroll specialist at 1- 800-741-6277.

Section 5

Sign and date each form you submit.

You may submit the form via email to PBSRecords@paychex.com. Refer to the instructions on page 3 for help.

Paper forms may be faxed to the attention of your Payroll Specialist at 1-800-668-7296.

Lack of Work

A common non-disqualifying separation that usually results in charges against the employer’s account and includes reduction in work hours, completed assignments, plant shutdowns, and per diem work.

Voluntary

If the claimant establishes he quit “with good cause” related to work, the state may grant benefits which can be charged to your reserve account. To establish the claimant voluntarily quit without good cause attributable to the employer, or he failed to do everything possible to preserve his job, ensure you can support your position by answering these questions:

Was an exit interview conducted?

Did the employee submit a written resignation? If so, to whom was the resignation given? Was it signed?

Did the employee give a reason for resigning? If so, what was the reason?

Was there any change to the employee’s job duties, pay, hours, etc.?

Had the employee previously expressed any dissatisfaction? If so, with whom was this discussed?

Did the employee request a transfer or leave of absence?

What actions, if any, were taken by the company to resolve any complaints of the employee?

These questions provide a basis for documenting most voluntary resignation situations. However, depending on the employee’s exact reason for resigning, additional information may be needed to determine if he quit “with good cause.”

Discharge

A discharge is a permanent separation, initiated by the employer, in which the employee does not meet employer expectations either through lack of ability or misconduct. Misconduct is described as a willful or deliberate act the claimant knew, or reasonably should have known, could cause harm to the employer. Discharges for unsatisfactory work performance (no misconduct) are usually charged to the employer’s account unless misconduct can be established.

To disqualify the employee from receiving benefits, you must establish the employee was discharged “with good cause” connected to work. If you are unable to establish good cause, the state may award the claimant benefits that can be charged to your reserve account. To ensure you have the information necessary to effectively present your case, answer the following questions:

What was the final incident prior to the employee’s discharge?

What progressive disciplinary steps were taken prior to the employee’s discharge (verbal warning, written warning, suspension)?

Did the employee sign any written warnings?

What was the adverse effect of the misconduct to your business?

What is the company policy regarding the reason for discharge?

How was the employee made aware of the policy?

Did the employee sign an acknowledgement that he received and understood the policy?

Was the employee made aware through the company handbook or warnings that his actions could result in discharge?

Were there any witnesses to the incidents leading up to the discharge? If so, who?

These questions will apply to most discharge situations. However, additional information relating to specific issues may be needed to support your position.

Leaves of Absence (code as “other”)

In most states, an individual may only collect unemployment benefits if he is able, available, and actively seeking suitable work. When an employee is on a leave of absence, he is likely restricting his availability for work and, therefore, would be ineligible for benefits. Some individuals on leave may not be able to work because of physical limitations.

While most employees will not be able to collect unemployment benefits during a leave of absence, an individual may be eligible if his job is no longer available at the end of the leave. The state may consider this a layoff and your account can be charged for any unemployment benefits paid.

Note: Depending on the state where the claimant has applied for benefits, the above information may not protect your chargeability for unemployment insurance. For state-specific guidelines, contact your State Unemployment Insurance Service specialist.

Electronic Signature and Submission Instructions

Note: The electronic signature and submission process is only available to users with Adobe Reader versions 8.0 and later.

1.Click the signature box.

2.Adobe Reader will search for a recognizable digital ID file which is required to electronically sign the form. If one is found, skip down to Step 4. If Adobe Reader does not find a digital ID, then an on-screen wizard will appear to assist you. Please continue with Step 3 for instructions regarding the digital ID wizard.

3.The first digital ID wizard window allows you to use an existing digital ID to sign the document or to create a new one. Refer to the information below to help with this process.

4.Complete the signature process by entering your password, if necessary, and clicking the Sign button.

5.You will be prompted to save a copy of the file for your records. The information typed into the form fields will be saved to the document as read only and unable to be modified. It's recommended to give the file a unique name using a naming convention that allows you to remember the contents of the file.

Employee Change/Termination Form

Fax this form to your Payroll Specialist at 1-800-668-7296

Section 5—Client Signature (required for all changes)

Date: