Fall Off Reasons in Bullhorn

We have revamped the fall of reasons to make them more applicable to what TEEMA can and cannot do under

recent legislation.

This is because we should not be entering a fall off or ending any contract assignment if a W2 or Term employee

is sick. Unless they choose to quit and send in their resignation.

For example, in the US, even if the state has "at-will" employment meaning the job can end for any reason, this

cannot be for an illegal reason. It is important that TEEMA's records display accurately to remove any risk for

us.

Illegal terminations include: When someone is sick or ill or has an injury, is pregnant and going on maternity or

paternity leave and not being allowed back to work. Anyone who has time off work for these reasons has the

right to return to their job and TEEMA could be at risk if we end assignments for these reasons so we can no

longer do this and must tread carefully.

If a client tries to end a position due to medical conditions TEEMA will try to work with the client on state law

and see what we can do. We MUST keep these placements open in Bullhorn, so that the candidate shows as

an "active" employee.

Often people will resign from their position because they got injured and chose not to work any longer. This

would mean that they quit, and that is how it should be logged under the new reasonings below.

Moving forward, if you are unsure how to log a unique scenario or perhaps the client ended an assignment and

you believe the reason may not be allowed or are unsure which is most applicable, then please email

compliance@teemagroup.com and Rachel will guide you through the process.

Several of the below reasons are clear and need no further explanation and some will help us with getting

clearer answers on our side for things like responding to unemployment notices. For example, if someone stops

showing up for work and disappears, we need to know this detail and context. You'd use the job abandonment

reason instead of just "quit". This has been done to hopefully avoid us reaching out to you for more

information:)

1. Quit - Found another job

2. Quit - Did not provide reason - Use this is If they resign without explaining why or do not give a valid

reason

3. Quit - Voluntary retirement – Use thisIf they quit and send in their resignation for any reason outside

of something related to “sickness, job abandonment, new job” and so on.

4. Quit - Job abandoned-No show - Use this if the client ends the contract due to the consultant not

showing up for work or if the consultant is MIA and unresponsive after starting work.

5. Quit - Going back to school

6. Quit - Personal Issues - Similar to the old reason that was 'Compassionate Leave' or "sickness/illness"

You'd use this if an employee hands in their resignation and states they can no longer work due to

taking care of dependents and choosing not to work anymore due to a new baby, or having a medical

condition/injury. It must come hand in hand with a resignation and NOT because the client ended

the assignment on their side. This is illegal in most cases.

7. FO - Work shortage/Early term - Only use this if the client ends the contract before the anticipated

date in the contract due to the project ending. Anything else has a more appropriate reason.

8. FO - Poor performance - Not performing as per qualifications or expectations of the contract.

9. FO - Breached contract - If there was foul play / misconduct involved in the termination such as theft,

negligence, anything more than just not performing well. Please use this reason because the

additional information helps us with reports and things like unemployment insurance claims.

10. FO - Non start

As a friendly reminder, please also add detailed notes whenever possible if extra information is going to be

helpful for us.