1. The employee resigns or retires from his/her employment.
2. The University terminates the employee (dismissal).
3. Release for budgetary or reorganizational reasons.

An exit interview may be requested by the employee or the employing unit at the time of separation and can be arranged by the Employment Services Department of Human Resources.

Staff members should contact the Benefits Administration Department to obtain specific information on separation benefits.

1.20.1 Resignation

All staff members are required to inform their supervisor that they wish to resign from their employment and give reasonable notice, a minimum of two weeks.

1.20.2 Dismissal

Staff members serving at the pleasure of the President or his/her designee may be dismissed at any time, for any reason, without any obligation to state the reason to anyone, and without recourse to appeal procedures. Personnel serving in one position at the pleasure of the President or his/her designee, while holding tenure in another position, may be dismissed from the "at will" appointment at any time, for any reason, without any obligation to state the reason to anyone, and without recourse to appeal procedures, but such persons retain their rights to the position in which they hold tenure.

Consultation with Human Resources is encouraged before any dismissal action is undertaken. Approval of next higher level of management must be obtained before any dismissal action is made final. Staff members who do not serve at the pleasure of the President or his/her designee have recourse to the appeal procedures specified in this Manual in the event of dismissal from University service.

Staff members who hold temporary appointments or who are still in the probationary period may be dismissed at any time without reason or recourse to appeal procedures. Dismissal from University service of employees who do not serve at the pleasure of the President or his/her designee may occur for unsatisfactory performance or misconduct.

1.20.3 Release

The determination that the University is required to reduce the work force because of fiscal conditions, programmatic changes, or organizational changes is a determination entirely within the discretion of management.

In such cases a reduction in staff will be accomplished to the extent possible through reassignment or attrition.

Notification of reduction in force will be provided in writing following oral notice of such pending action. Such notification will normally occur no later than thirty calendar days prior to the effective date of the release.

An employee who is released as a result of a "reduction in force" has no rehire rights. However, if an employee is rehired within three year of their release, they will have all eligible benefits reinstated the first of the month following their return.