Classified Staff Termination Policy

Policy Number:
CSM 402.0
Effective Date:
September 1, 1988
Last Revised Date:
September 1, 2009
Last Reviewed Date:
January 13, 2026
Applies To:
Classified Staff
Responsible Unit(s):
Human Resources
Responsible Unit Email(s):
hradmin@arizona.edu
Status:
Active

Purpose and Summary

The University of Arizona (University) recognizes that employment is not permanent. The intent of this Policy is to provide direction when Voluntary or Involuntary Terminations occur for Classified Staff. 

Scope

This Policy applies to University employees who are designated as Classified Staff.

Definitions

Classified Staff means a legacy employment category. Employees within this category operate under the conditions outlined in the Classified Staff Human Resources Policy Manual, which defines certain rights, processes, and mandates.

Discharge means the Involuntary Termination (other than a Layoff/Reduction in Force) of a Classified Staff employee by a responsible Administrator. The Discharge of a Classified Staff employee is subject to the provisions of the Classified Staff Disciplinary Action Policy.

Involuntary Termination means a type of Termination that includes a Temporary Job Completed, Layoff/Reduction in Force, or Discharge. 

Job Abandonment means when a Classified Staff employee does not contact their Supervisor for three or more working days and who is not on authorized leave.

Layoff/Reduction in Force means an Involuntary Termination or forced FTE reduction by a Supervisor as result of the elimination or reduction of funding or work, reorganization, or changing business needs. The terms Layoff and Reduction in Force (RIF), are used interchangeably in policy and carry the same meaning and do not have distinct privileges or rights.

Resignation means a Voluntary Termination by a Classified Staff employee either through Job Abandonment, the Employee’s inability or failure to return from a University approved leave of absence, or the Employee’s inability to perform the essential functions of the position and the Employee cannot be accommodated including placement in an alternative position for requesting reasonable workplace accommodations available to qualified individuals with disabilities. Employees should provide their resignation in writing to the immediate Supervisor; however, verbal notice may be accepted by the immediate Supervisor or other responsible Administrator.

Retirement means a Voluntary Termination by a Classified Staff employee. Employees should provide notice to the immediate Supervisor, in writing; however, verbal notice may be accepted by the immediate Supervisor or other reasonable Administrator. 

Temporary Job Completed means an Involuntary Termination by a Supervisor of a Classified Staff employee. 

Termination means the cessation of the employment relationship between the University and the Employee for any reason.

Voluntary Termination means means a type of Termination that includes written notice; however, verbal notice may be accepted by the immediate Supervisor or other reasonable Administrator. 

Policy

  1. Responsibilities
    1. Classified Staff Employees

      1. Classified Staff employees who resign from their employment at the University must provide as much advance notice as possible.

      2. Classified Staff employees should provide their resignation in writing to their immediate Supervisor; however, verbal notice may be accepted by the immediate Supervisor or other responsible Administrator.
      3. Terminating Classified Staff employees must return to their Supervisor all University property, equipment, and materials which were issued to them during the course of their University employment. This includes, but is not limited to, keys and room cards. These items must be returned on or before the last day of the individual's employment. 

    2. Supervisors/Responsible Administrators

      1. Supervisors or responsible Administrators will document the appropriate designation for the type of Termination.

      2. Supervisors or responsible Administrators will revoke the Employee’s access rights to various University property and information on or before the date of termination in accordance with the Identity and Access Management Policy.
      3. For Voluntary or Involuntary Terminations involving misconduct, Supervisors or responsible Administrators will notify Human Resources Human Resources to ensure provisions of the Ineligibility for Reemployment or Professional Affiliation Policy are applied.

  2. Payment of Wages to Terminated Employees

    1. Timely processing of Employee Termination information for state retirement, insurance compliance, and responses to potential unemployment compensation claims ensures the University is following state law for payment of wages to terminated Employees.
      1. A Classified Staff employee who voluntarily resigns from the University will be paid in accordance with the laws of the state in which they work. A Classified Staff employee who works in Arizona and voluntarily resigns will be paid on the regular payday following the end of the pay period in which they last worked.
      2. A Classified Staff employee who is involuntarily terminated will be paid in accordance with the laws of the state in which they work.
  3. Insurance Coverage and Retirement
    1. Under the Consolidated Omnibus Reduction Reconciliation Act (COBRA), an eligible Classified Staff employee may continue any or all existing group medical, dental, and vision insurance coverage and health-care flexible spending account election after termination.
    2. Life insurance conversion options are also available.
    3. Retirement service credits do not accrue after the termination effective date. A Classified Staff employee who has left University service may contact the retirement plan (Arizona State Retirement System or Public Safety Personnel Retirement System) for information regarding account access/maintenance options.
    4. For further information on insurance coverage and retirement refer to the Group Insurance and Benefit Programs Policy.

 

Compliance

Human Resources is responsible for overseeing compliance with this Policy.

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