| Policy Number: |
USM 5-106
|
|---|---|
| Effective Date: |
January 27, 2020
|
| Last Revised Date: |
January, 2020
|
| Applies To: |
University Staff
|
| Responsible Units: | |
| Status: |
Active
|
Purpose and Summary
This policy outlines the manner in which University Staff may separate from University employment.
Scope
This policy applies to all University Staff with the exception of Arizona Police Officer Standards Training certified officers below the rank of Assistant Chief (M3), who are covered by the Police Bill of Rights.
Policy
There are many ways in which a University Staff employee may separate from University employment. Employees in the University Staff classification are employed at-will and have no expectation of continued employment. The University may terminate the employment relationship or alter an employee’s job duties, schedule, or full-time equivalence (FTE), at any time, with or without notice or cause, with oversight and prior approval from Human Resources.
Frequently Asked Questions
What role does Human Resources play in University Staff terminations?
Human Resources must approve all discharges of University Staff employees.
Are University Staff entitled to progressive discipline before they are discharged for performance reasons?
The University is committed to the success of its employees. When possible and appropriate, supervisors are encouraged to consult with Human Resources and use Performance Management techniques to provide an employee with notice of a performance deficiency and allow for an opportunity to improve. Performance Management is not progressive discipline and does not alter the at-will status of University Staff employees.
Are University Staff entitled to a notice period before their employment ends?
No, however, Human Resources will review and provide oversight and approval of decisions related to end of employment.
Are University Staff entitled to notice if there is a loss of funding for their position or a reorganization of their department?
No, however, depending on the circumstances, supervisors are encouraged to provide employees with as much notice as feasible in the event there is a loss of funding or a need to reorganize a department. Supervisors must work with Human Resources before discharging an employee for loss of funding or due to a reorganization.
How will my separation be coded in UAccess?
Separations may occur in a variety of ways and the separation code will depend on the employee’s circumstances. In addition to resignations, separations resulting from the following circumstances will be coded as voluntary:
- job abandonment (for example, not calling supervisor or showing up to work for three or more days when not on an approved leave);
- inability or failure to return from an authorized leave of absence; or
- inability to perform the essential functions of the position and the employee cannot be accommodated through the University’s interactive process for requesting reasonable accommodations available to qualified individuals with disabilities.
Revision History
08/28/2024: A new FAQ was added under the Frequently Asked Question section regarding how an employee's separation is coded in UAccess.
04/17/2024: Updated links in the Related Information section.
12/01/2023: Updated responsible unit email address.
03/01/2023: "Division of Human Resources" changed to "Human Resources."