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FACULTY/STAFF > DEPARTMENTS & OFFICES > HUMAN RESOURCES > HUMAN RESOURCES POLICIES > TERMINATION OF EMPLOYMENT
Termination of Employment

1.0 Policy
1.1 Termination of Employment - It is the policy of Robert Morris University that all employees covered by this policy (refer to Scope 2.0) are employed at the will of the University for an undefined period of time. Employees are free, as is the University, to end employment at any time for any reason.

1.2 Recognizing that conditions arise which result in voluntary or involuntary terminations of employment, it is the policy of the University to sever the employment relationship equitably and consistently with this policy.

2.0 Scope
2.1 This policy applies to full-time, regular part-time, and part-time employees.

3.0 Procedure
3.1 Voluntary Resignation

3.1.1 Employees who resign from the University must submit a written notice to his/her department manager, with a copy to the Assistant Vice President of Administration and Human Resources, at least ten working days before the anticipated last work day.

3.1.1.1 Employees who hold positions of director or above, must provide at least 20 working days before the anticipated last work day.

3.1.2 Vacation and the personal day cannot be used in lieu of the required notice period.

3.1.3 The last day of employment will be the last day actually worked.

3.1.4 Failure to submit written notice and to work for at least the required notification period prior to the final work day will result in the loss of accumulated vacation leave and a notation of this failure will be placed in the employee's personnel file.

3.1.5 The employee will be required to return all University keys and other property to the Human Resources Department or to his/her department manager on the last day of work.

3.1.6 Prior to his/her departure, employees who resign are required to complete a Release of Information Form and are also asked to complete an Exit Interview Questionnaire.

3.1.7 The employee is expected to have an exit interview in the Human Resources Department prior to the last work day.

3.1.8 Refer to the policy section on benefits for information concerning the effect on University benefits at termination of employment. For information on separation pay, refer to section III.F of this policy.

3.2 Retirement

3.2.1 Retirement is not mandatory.

3.2.2 Employees who retire from the University must submit a written notice to his/her department manager, with a copy to the Assistant Vice President for Administration and Human Resources, at least thirty working days prior to the anticipated last work day.

3.2.3 Failure to submit written notice and to work for at least the required notification period prior to the final work day may result in the loss of accumulated vacation leave.

3.2.4 The employee will be required to return all University keys and other property to the Human Resources Department or to his/her department manager on the last day of work.

3.2.5 Prior to his/her departure, employees who retire are required to complete a Release of Information Form and are also asked to complete an Exit Interview Questionnaire.

3.2.6 The employee is expected to have an exit interview in the Human Resources Department prior to the last work day.

3.2.7 Refer to the policy section on benefits for information concerning the effect on University benefits at retirement. For information on separation pay, refer to Section 3.6.

3.3 Retrenchment

3.3.1 Retrenchment is a termination of employment caused by the University due to the elimination of employee duties because of lack of work, organizational changes or a general reduction of the work force.

3.3.2 In a retrenchment situation, efforts will be made to place the employee in any vacant position at the University for which the employee is qualified.

3.4 Abandonment of Position

3.4.1 If an employee is absent for three consecutive work days without a leave authorized by his/her department manager and fails to report for work, or fails to return from an approved leave without notifying his/her department manager, the employee will be considered to have resigned without notice.

3.5 Involuntary Termination

3.5.1 An employee may be terminated upon recommendation of his/her immediate department manager and the concurrence of the vice president of the area.

3.5.2 Such recommendations and concurrences must be reviewed by the Assistant Vice President for Administration and Human Resources or his/her designee detailing the reason(s) for such action.

3.6 Termination Pay

3.6.1 An employee who terminates employment after at least five full months of service and who has accrued vacation will be paid for all time accrued but not used in his/her final paycheck.

3.6.2 Any vacation time which has been taken before it has been accrued will be deducted from the final paycheck.

3.6.3 No accrued vacation payment will be made to an employee who has failed to give the required notice of resignation.

3.6.4 No payments will be made for unused personal days or unused but accrued sick leave or absent days.

3.6.5 For employees participating in the retirement plan, the final reduction amount and resulting University match will be calculated based on the days worked in the month plus accrued but unused vacation days.

3.6.6 Benefits will be deducted from the final paycheck based on the availability of funds. The order of deduction will be long term disability, medical, life insurance, dental, and retirement.

3.6.6.1 If funds are not available for the employee's portion of a benefit, the University will not provide the employer's share of the benefit.

3.6.7 If an employee normally receives a mid-month advance but does not have enough pay in the final pay month to cover the advance and benefits' deductions, the advance will not be made and the employee will only receive the end of the month paycheck.

Effective: 02/01/2000