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TERMINATION OF EMPLOYMENT
VOLUNTARY RESIGNATION
Administrative staff members who voluntarily resign should give as
much notice as possible (at least two weeks). Resignation notices
should be submitted in writing with a copy sent to Human Resources.
Human Resources will provide advice about applying for payment for
accrued vacation time and for extending some group insurance plans
(please see the benefits booklet or contact the benefits manager).
RETIREMENT
Administrative staff and professional librarians who retire on or after age 55
and whose number of years of service and age total at least 75 may continue to
participate in health, dental, and life insurance plans until age 65 on the same
basis as active staff.
In
addition, administrative staff and professional librarians who were hired prior
to July 1, 2001 and who retire between ages 60 and the 65 with at least 10 years
of continuous eligible service may also continue to participate in health,
dental, and life insurance plans until age 65 on the same basis as active staff
even though their number of years of service and age do not total 75.
Staff members
who are represented by a collective bargaining agreement, or whose primary
relationship to the university is that of a student, are not eligible for
the benefits described in this document.
INVOLUNTARY TERMINATION
Reasons for involuntary termination include:
- Unsatisfactory job performance or inappropriate conduct; and
- Position elimination.
UNSATISFACTORY JOB PERFORMANCE
Any administrative staff member experiencing difficulty performing
his or her job satisfactorily should seek advice and help from his or
her supervisor and/or from Human Resources.
There is no guarantee, however, that unsatisfactory job performance
can be corrected in all cases, and the University reserves the right to
terminate employment at its discretion. Employment at Wesleyan
University is on an at will basis; therefore either party may end the
employment relationship at any time.
PERFORMANCE IMPROVEMENT EFFORTS
Where appropriate, Wesleyan will provide counseling for
administrative staff members whose performance is judged unsatisfactory.
The counseling process may include:
- Discussion of instances of unsatisfactory job performance or
inappropriate conduct;
- Discussion regarding acceptable levels of performance required;
and
- Providing an opportunity to correct the problem(s).
If the administrative staff member’s performance or conduct continues
to be unsatisfactory, a supervisor or department head may take further
corrective action after consultation with Human Resources.
Corrective actions may include written warning, suspension, or
discharge, based on the seriousness of the performance deficiency and
the administrative staff member’s work record.
POSITION ELIMINATION
Wesleyan University makes every effort to avoid terminating an
administrative staff member’s employment due to elimination of
positions and/or reduction in workforce. In the event a position
is eliminated, factors considered in determining the University’s
response include:
- Individual job performance;
- Skill levels;
- The University’s overall staffing needs; and
- Length of service.
In the event an administrative staff member receives notice that his or
her position is being eliminated, Human Resources will contact that
administrative staff member to discuss the possibility of extending
benefits and the possibility of applying for other positions within the
institution. In addition, Human Resources will provide support
where possible for the administrative staff member’s efforts to secure
employment outside of the University.
GENERAL INFORMATION
TERMINATION PROCESSING
An administrative staff member who is leaving the University must
notify Human Resources of his or her last date of employment, amount of
unused vacation time*, and forwarding address if it is different from
employment records. Medical and dental insurance can be continued
at the administrative staff member’s own expense. Please contact
Human Resources for additional information. Also, please see
the benefits booklet for the period of eligibility.
On the last day of employment, all university property must be
returned, including keys, library materials, staff identification card,
computer equipment, manuals, and any other items.
* PLEASE NOTE: There are no circumstances that
would allow payment for more than the annual accrual
maximum. Vacation pay out will be paid on the employee's next available
pay date following the last day worked.
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