General University Reference Utility
POLICY'S INITIAL DATE: May 1, 2011
THIS VERSION EFFECTIVE: May 1, 2011
To provide the criteria under which an employee laid off under policy HR97, Layoff Provisions for Staff Employees, is eligible to receive a severance payment.
Length of University employment is measured in months of continuous employment in a Standing or Fixed-Term I appointment from the date of last hire and includes leaves of absence. Employment ceases to be measured when an employee quits, resigns, or is dismissed.
An employee may receive a maximum of 26 weeks of pay as severance payment. Such payment is made as a lump-sum and is reduced by all applicable deductions.
The University and employee must execute an agreement and general release memorializing the terms and conditions of the severance payment.
An employee on a Standing appointment who is laid off under policy HR97, Layoff Provisions for Staff Employees, will receive a one-time, lump-sum severance payment in accordance with the following schedule:
|Length of Service||Severance Pay|
|Less than 1 year (Probationary)||none|
|1 to 22 years||4 weeks* plus 1 week's pay for each year of service|
|Greater than 22 years||26 weeks*|
*Any time paid, but not worked, during the four-week notice period will be deducted from the severance payment.
An employee on a Fixed-Term I appointment who is laid off under policy HR97, Layoff Provisions for Staff Employees, and is not given opportunity to work the four-week notice period will receive a one-time, lump-sum severance payment equal to four-weeks’ pay. If the employee is given opportunity to work only a portion of the four-week notice period, the employee will receive the difference for the part of the four-week notice period not worked as severance payment.
The weekly pay rate is calculated by dividing the actual annual salary by 52 weeks.
HR06 - Types of Appointments
HR88 - Full-Time Equivalent Appointments
HR97 - Layoff Provisions for Staff Employees