DAIRY WORKERS’ ASSOCIATION · MEMBER RESOURCES

Plan your next chapter.

Voluntary Resignation Calculator

Understand your potential CBA payment before you make a decision. Enter your hire month/year, exit month/year, pay rate, and unused balances for one clear, itemized estimate.

Private by design: this calculator does not send or save your entries. No name, email, or EIN needed.

Protect your benefits. Article 5(E) requires two weeks' written notice and working the full two weeks. Vacation cannot count as notice. Confirm your dates, eligible balances, and any exceptions with a DWA representative before resigning. This tool does not submit a resignation.

Your information

Company hire month / yearUse your service month, not your union-registration month. No exact day needed. Planned exit monthChoose the month/year you finish working, not when you give notice. November notice + December exit = December. How are you paid? Your daily base rate ($)Exclude overtime, bonuses, holiday pay, and other special pay. DWA/payroll must confirm the Article 5 day's-pay basis.

Months counted in your exit yearThe exit month counts using DWA’s instructed convention. Counts reset on January 1, not on your hire anniversary.

Calculated automatically through your exit month. Adjust only if DWA/payroll confirms excluded months, such as school furloughs or unpaid absences.

Unused time

Enter actual unused days, not your full annual entitlement or a number of weeks. Zero is fine if you have none.

Unused vacation daysBalance available when written notice is given. Example: 4 weeks = 20 days for school/wholesale drivers, or 24 days for a six-day jumper. Use your actual balance. Unused accrued sick days*Included in the combined estimate, subject to payout eligibility and DWA/payroll confirmation. Unused accrued personal days*Included as a conditional planning value. Personal-day payout on resignation requires DWA/payroll confirmation. Two-week written notice and work requirementIf the company cuts your notice short or you need leave, obtain DWA review; do not assume a forfeiture or an exception.

YOUR ESTIMATE

Know the numbers.

Your results will appear here, with each payment shown separately.

Already thinking about January? Article 5 starts a new calendar-year month count on January 1. A service anniversary can also change your tier.

Questions? Contact a DWA representative →

How Article 5 works

Completed service determines your tier. Eligible months worked since January 1 determine the multiplier. This follows the highest service threshold reached; DWA/payroll must confirm anniversary or service-credit disputes.

Payment upon voluntary resignation · Article 5(A–D)
Completed service	Day's pay per eligible month	At 12 eligible months
Under 1 year	No Article 5 amount calculated	0 days
1 year, under 2	5/12	5 days
2 years, under 6	5/6	10 days
6 years, under 10	1 1/4	15 days
10+ years	1 2/3	20 days

Important conditions and what is not included

Notice: Article 5(E) states that failure to give and work two weeks' written notice, with no vacation during notice, forfeits earned benefits. This calculator does not decide enforceability, exceptions, or disputed cases. Earned regular wages are not treated as forfeited.
Unused vacation: Article 4(K) provides payment within 10 days after termination when its notice/work conditions are met, using the balance available on the written-notice date. It also addresses route-shortage/discrepancy setoffs. This is not a payment deadline for every component.
Sick/personal time*: Both entered balances are included in the combined planning estimate. Article 6(D) values drivers' sick/personal days using most recent regular five-day pay ÷ 5 and warehouse days at 8 × the current straight-time hourly rate. This tool uses your entered daily base rate as a proxy for drivers. Article 17(B) names sick/vacation payout, contains exceptions, and has inconsistent cross-references; Article 5(E) mentions sick/personal earned benefits. Personal-day payout is not expressly resolved by Article 17(B). DWA/payroll must confirm eligibility and rates; neither value is an entitlement determination.
Other items: Security-deposit returns, pension/401(k) amounts, final worked wages, bonuses, tax withholding, deductions, and disputed adjustments are not included. Ask DWA/payroll about them separately. Article 17(B) addresses deposit return and unresolved discrepancies.
Month-count convention: At DWA’s instruction, the exit month counts as a completed month for this planning estimate. Article 5(B) uses the words “complete month”; DWA/payroll should confirm that this convention matches the applicable interpretation. A December exit following November notice uses December, even if the final day is earlier in December.
Service and pay: Month/year entries estimate service. If leaving in your hire-anniversary month, confirm the exact anniversary before relying on a new tier. Rehire/service gaps, school furloughs, unpaid absences, rate changes, and leave-balance adjustments can change the result. Vacation uses entered days and the same daily base value; six-day jumpers should enter their actual unused days (24 days for four full unused six-day weeks), not multiply the pay rate by six.
Contract period: Based on the September 1, 2025–September 1, 2028 CBA. Dates outside the supported period, including the expiration date, require review. Applicable law and governing agreements control; this tool does not waive any rights or guarantee legal approval.

Sources: Article 5 (printed page 4), Article 4(K–M) (page 3), Article 6(D) (page 5), and Article 17(B) (page 17). Read the CBA ↗

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