Resignation and Separation
Resignation & Separation Policy
Definitions
Employee:
All faculty and staff
Policy
Non-exempt employees are expected to provide at least two weeks’ notice of their intent to leave the University. Notice should be submitted to the supervisor who can attach documentation to the Termination action in Workday and should include the final day of work.
Exempt staff employees are generally expected to provide thirty days written notice of their decision to terminate their employment. Notice should be submitted to the supervisor who can attach documentation to the Termination action in Workday and should include the final day of work.
Faculty should provide notice according to the process and timeline outlined in the Faculty Handbook.
Employees may not take vacation during the two weeks prior to their resignation/retirement date.
A staff member’s official termination date must be the last day actually worked and may not be extended through the use of vacation leave, floating holidays, or holiday time. If a staff member does not return following a holiday break, the separation date will be the last day the employee worked.
Unless specified otherwise in the Faculty Handbook, appointment letter, or retirement agreement, a faculty member’s termination date must be the end of the semester in which the faculty member concludes their service (typically the Friday following the end of term in December or the day after Commencement in May). For faculty on 12-month appointments, the termination date must be December 31st if the final teaching semester is Fall, the day after Commencement in May if the final teaching semester is Spring, or June 30th if the final teaching semester is summer and the summer teaching is on-load. Faculty members can expect access to computing/information system resources to continue for 60 days following the termination date, as outlined in the account access lifecycle standards by Information Services.
Unless otherwise noted in other sections of this policy, employees who terminate University employment will be paid for accrued but unused vacation days in accordance with the University’s vacation leave policy.
Prior to leaving employment, departing employees are required to return all University property, including but not limited to, the following: uniforms, keys, identification cards, computers, phones, records, documents, materials, lists, drawings, books, programs/pamphlets, and all other property of the University made or received by the employee. Office space must be vacated upon leaving employment, consistent with the schedule outlined in PRM-2002 Office Assignment Policy.
Faculty members are entitled to retain ownership of the records of their teaching, research and other intellectual property, except as protected by FERPA, or research and reports specifically owned by the University.
Employees participating in any loan programs available from the University will be subject to fulfilling the repayment requirements specified in the loan agreement.
Any monies owed the University will be deducted from the employee's final paycheck per University policy.
Exit Interview – All departing employees are encouraged to respond to an exit survey and participate in an exit interview with a representative from Human Resources or the Office of the Provost. Benefit matters, appraisal of employment at the University, and other relevant matters will be discussed during this interview.
Job Abandonment - Employees who fail to report to work for three (3) consecutive days without properly communicating to their supervisor the reasons for their absence will be viewed as voluntarily resigning their employment. The separation date will be the last day the employee worked.
Death of an Employee - A termination due to the death of an employee will be made effective as of the date of death. Upon receiving notification of the death of an employee, the employee's manager, department chair, or dean should immediately notify Human Resources.
View the Resignation & Separation Policy.