Terminations and Layoffs

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POLICY NUMBER: II J
SUBJECT: TERMINATIONS AND LAYOFFS
APPLIES TO: STAFF
EFFECTIVE DATE: July 1, 1993
REVISED FROM: February 17, 1990

TERMINATIONS AND LAYOFFS

1. Involuntary Termination
   If any employee's performance of duty or personal conduct is unsatisfactory, appropriate action shall be taken toward involuntary termination of that employee from the University. Employees may be subject to termination due to:

   1. For Cause Due to Employee's Action:

      1. Inefficiency: An employee who demonstrates inability to perform his/her job satisfactorily; is excessively absent from the job without justification; or exhibits lack of interest, carelessness, or other traits resulting in failure to meet the standards established for his/her position may be separated from employment depending upon the severity of the offense. When possible, an employee who has completed the probationary period shall be given at least two-weeks advance notice by his/her supervisor prior to termination. See policies regarding Absenteeism and Employee Discipline.

      2. Misconduct: An employee who conducts himself/herself in a manner which reflects unfavorably upon the University or his/her department will be subject to disciplinary proceedings which may be cause for termination depending upon the severity of the offense.

         Note: Employees wishing to appeal termination for cause (other than pursuant to termination based on discrimination grievance procedures) shall file the appeal in writing with the Director of Human Resources within ten (10) working days of receipt of notice of termination. Following the filing of the appeal, the Director of Human Resources shall set a date for a hearing of the appeal. The hearing date shall not be set sooner than ten (10) working days nor later than thirty (30) calendar days from the date the appeal is filed. The Vice President for Finance and Administrative Services shall appoint a hearing officer to preside over the hearing. Forms for the filing of the appeals may be obtained from Human Resources. Employees wishing to appeal termination based on discrimination grievance procedures shall follow the appeal process set forth in said procedures in Policy VI. B.

   2. Reduction of Forces:

      1. 1. The department chair or administrative director, with the approval of his/her vice president, may lay off or reduce the hours of work of an employee because of lack of work, funds, elimination of the position, or other reasons requiring a general reorganization of the departmental staff.

         2. The selection of employees to be laid off within the general classification of work and within the department affected will be determined by the department chair or administrative director after giving due consideration to: (a) Work performance and (b) Seniority in length of service

         3. The employee shall be given at least two-weeks notice or be paid two-weeks pay in lieu of notice in all cases involving a reduction of forces.

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2. Layoff

   1. Temporary Layoff: A layoff not exceeding four months will be classified a temporary layoff and will be reported as leave without pay on the Personnel Action Form.

   2. Permanent Layoff: A layoff anticipated to exceed four months will be considered a permanent reduction of force, and the employee will be separated with loss of all service benefits. However, if the employee is reinstated or re-employed within a period of twelve months following the date of separation, any unused sick leave accumulated prior to separation will be reinstated.