TERMINATION OF EMPLOYMENT
Effective: August 15, 2024
Purpose: This policy serves as a comprehensive guide for University support staff regarding the procedures and responsibilities associated with retirement, resignation, termination, and departure from the University.
Scope: This policy applies to all University Support Staff.
Responsible Office: Human Resources
Policy Statement: The University’s Human Resources (HR) office will process various types of employment termination for University Support Staff.
Permanent employees may be terminated from employment by the appointing authority for cause. A letter stating the reason(s) for the termination must be presented to the appointing authority and the employee by the supervisor. Termination for cause means that only performance and discipline deficiencies will be considered. No employee can be dismissed for legally protected class status or for legally protected actions or speech.
Any employee who is absent from duty for five (5) consecutive workdays without proper notification to and authorization by the supervisor shall be considered to have resigned their position.
Employees planning to leave University employment should submit a written resignation at least two (2) weeks in advance to their supervisor. A notice of one (1) month or more is preferable, especially for exempt (not eligible for overtime) positions. Giving ample notice of intention to resign will allow employment records to be processed and reported in good standing.
Employees should contact HR about sixty (60) to ninety (90) days before their anticipated retirement date to select how benefits will be paid and complete the required forms.
Whenever an employee resigns or retires, they should contact HR to arrange a meeting time to conduct an exit interview. The meeting should occur as close as possible to the last day of work. The exit interview's purpose is to provide the employee with information about continuation procedures for benefits such as health insurance, to verify sick and review leave balances, and to answer questions the employee may have.
Definitions: All words and phrases shall be interpreted utilizing their plain meanings unless otherwise defined in University or Board of Regents policy or by statute or regulation.
Procedures: All procedures linked and related to the policies above shall have the full force and effect of policy if said procedures have first been properly approved by the University’s administrator in charge of Human Resources.
[Human Resources procedures - coming soon]
Related Policy Information: N/A