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General Description
Requirements
Policy Provisions
Performance Evaluation
Subject Experts
End of Staff Employment
Policy

Document Number: StaffHR--110 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 08/17/2012
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/11/2012

General Description
Description:

Information about end of staff employment relative to HR policy.


Purpose:

Delineation of policy


Scope:

All faculty, staff, and administrators


Responsibility: Human Resources

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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Standards of good practice
Current University policy

Terms and Definitions: Loss of privilege, general

Termination

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Policy Provisions
1.

End of Staff Employment


An employment relationship between a staff member and an organization may end for a number of reasons or no reason at all, most often because people retire or they resign for personal or professional reasons. Employment may also end due to position elimination, discharge, or death.

 

Employee Benefits

Salary payments and employee benefits will cease on the date of termination, unless otherwise required by law.

 


1.1

Resignation


To allow the University to plan for a transition in staff with minimal disruption of service, appropriate written notice of resignation is required.

 

Hourly and Support line staff should submit a two weeks written notice. Executive and Administrative line staff are expected to submit at least one month written notice. Failure to submit appropriate written notice may affect consideration for future employment at Cumberland University.

 

Notice of resignation is expected to be a "working" notice, thus allowing the opportunity to train a replacement. For this reason, it is seldom possible, and special approval by the President of the University is needed, to allow a resignation notice period to be taken as vacation time or other paid time off. No separating employee has a right to receive severance pay.

 


1.2

Involuntary Termination


Cumberland University seeks to avoid the need to reduce the number of positions, but the need can occur from time to time.

 

Except in cases of an emergency or other immediate circumstance, as determined by the President, elimination of a staff position under this policy shall be effective at the end of the fiscal year or the restricted appointment period.

 

In the cases of emergency or other immediate circumstances, as determined by the President, elimination of a staff position will be as follows:

 

· At minimum, Hourly and Support line staff will be given two weeks notice of layoff or position elimination; Executive and Administrative line staff will be given one month notice.

· The University may elect to offer comparable pay in lieu of notice. In addition, staff will be paid any accrued, unused vacation time.

 


1.3

Discharge


Sometimes the employment relationship does not work out. Just as employees may terminate their employment with the University at any time, for any reason, so may the university terminate the employment of any of its employees.

 


1.4

Final Paychecks


Final paychecks for staff members who are ending employment will be available on the last workday of the month.

 

If the terminating staff member has items that belong to Cumberland - or has an outstanding financial obligation to Cumberland, which was incurred while as a staff member - the actual cash value of the items or financial obligation may be withheld from the final paycheck, pending return of the items or payment of the obligation.

 


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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure

Consequences: Further training
Job Termination
Suspension

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Subject Experts
The following may be consulted for additional information.
Director of Human Resources

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