8.01 | Voluntary Separations - Employees are encouraged to give at least two weeks’ notice upon submitting a voluntary resignation.
- Employees may not extend the resignation date beyond the last day worked by drawing down accrued vacation as part of notice. Accrued but unused vacation is paid out in a lump sum no later than the next regular payroll cycle.
- In the event that the notice period an employee provides would result in their last day of employment falling immediately after a paid federal holiday or university closure, as listed in the university’s Paid Time Off and Holiday Closures Policy, the employee is not eligible to receive pay for the holiday or closure and is instead required to report to work for their usual workday on the date(s) of the holiday or closure. If an employee is not ready, willing, and able to perform their duties and does not report to work during the entire notice of resignation period they provide (typically two weeks), then their last date of employment will be the day immediately prior to the paid holiday or closure and they will not receive pay for the holiday or closure.
- Employees will be scheduled for an exit interview with Human Resources to receive information about final payout, benefits and other relevant information.
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8.02 | Involuntary Separations Recommendations for involuntary separations must be approved by the appropriate department head, vice president or dean and be reviewed, whether involving full-time, part-time, probationary or temporary employees, by the Vice President of Human Resources, in consultation with the General Counsel, before the action is taken. In the event of a reduction in force, notice and/or wages in lieu of notice may be considered.
Union employees are governed by the applicable provisions of the appropriate labor agreement. |
