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Employment Policies (HR-100)

HR-118 Separations


This policy outlines notice requirements and termination payments for separating employees.  Departmental responsibilities in initiating such action are also presented.


At least two (2) weeks notice is required when an employee wishes to resign his/her position in good standing or when an employee is being terminated because of circumstances for which he/she is not responsible such as discontinuation of the job or reorganization.  At the University’s option, such employee may receive two- (2) weeks pay in lieu of notice.

Advance notice is not required when termination is the result of incidents, which in and of themselves are so serious as to justify immediate summary discharge.  It is also not required if there is a failure to meet punctuality or attendance standards, misconduct, abuse of privilege, violation of University policy or when progressive discipline has been followed ending in termination.  Progressive discipline, as expressed in HR 601, is applicable to all employees who do not function in executive, administrative, managerial, professional and supervisory positions.


Terminating employees are entitled to the following:

  • Pay for all salaries and wages earned to date of termination (last actual day of work).   
  • Accrued vacation, provided the employee has successfully completed the probationary period.
  • Refund of contributions made by the employee to the UM Retirement, Disability and Death Benefit Plan or Employee Retirement Investment Plan if the employee is not vested and requires election by the employee.  

An administrative, service & support employee who separates from the University (including those eligible for deferred vesting of retirement benefits) will be removed from the payroll on the last day of actual work except in the case of retirement.  Medical, dental and vision  benefit eligibility will continue until the end of the month of termination.    Vacation accruals and usage will be calculated after the employee’s effective date of termination and accrued vacation will be paid on the employee’s next regular pay cycle.

An employee who separates for the purpose of retirement will be retained on the payroll until all permissible accumulation of vacation time has been exhausted.  Such employees retain benefit eligibility while on the payroll and thereafter retain benefit eligibility in accordance with University policies.


An employee’s termination must be processed in a timely manner to avoid overpayments and/or continuation of benefit enrollments beyond the eligibility date. The department is responsible for initiating the necessary action to ensure that all University property and equipment such as keys, cards (ID, travel and purchasing) and parking permits are returned on or before the last day of work.  Department personnel files for terminated administrative, service & support employees must be transferred to Human Resource Services pursuant to Records Management guidelines.  Any unemployment compensation claims received by a department should be  forwarded to Total Rewards,  1000 W. Nifong, Building 7 - Suite 210, Columbia, Missouri 65211- 8220, Attention: Unemployment Compensation Claims.

See Also

HR 402 Vacations and HR 117 Layoffs.

Date Created: 9/26/97

Last Updated: 10/01/14