This policy outlines notice requirements and termination payments for separating employees. Departmental responsibilities in initiating such action are also presented.
Per Collected Rules and Regulations, Section 360.060: Resignation (Amended Bd. Min. 7-22-83):
Payment at Termination
- Advance Notice—An employee must give at least two weeks advance notice in order to resign from his/her position in good standing. An employee is to be given two weeks advance notice by the University if he/she is being terminated because of circumstances for which he/she is not responsible, such as discontinuation of his/her position, reorganization, etc. Advance notice is not required by the University when the employee is terminated for circumstances for which he/she is responsible, such as excessive absenteeism, abuse of privileges, etc.; provided the employee has been counseled about the matter and given an opportunity to correct the situation but failed to do so. Advance notice is not required for serious incidents such as theft, intoxication on the job, conviction of a felony, willful damage to University property, etc. In addition to pay for salaries and wages earned to the date of termination, payment for all unused vacation time, not to exceed the maximum cumulative vacation as allowed by the policy, will be made to all employees terminating their employment with the University whether by resignation, death or discharge, except that an employee may be discharged without notice or without further pay for willful gross violation of rules, misconduct or similar causes.
- Vacation Time—In the event a new employee does not complete a period of six months continuous service, no vacation time will be due.
Further HR Policy Provisions
Additional HR-118 policy provisions below in accordance with CRR 360.060:
- At the University’s option, an employee may receive two- (2) weeks’ pay in lieu of notice upon termination.
- Advance notice is not required when termination is the result of:
- failure to meet punctuality or attendance standards, misconduct, abuse of privilege, or violation of University policy;
- when progressive discipline has been followed ending in termination; or
- incidents, which in and of themselves, are so serious as to justify immediate summary discharge (pursuant to HR-601).
- Pay for all salaries and wages earned to date of termination (last actual day of work).
- 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.
- Medical, dental and vision benefit eligibility will continue until the end of the month of termination.
- Procedure Information
- An employee’s termination must be processed in a timely manner to avoid overpayments and/or continuation of benefit enrollments beyond the eligibility date.
- 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.
- The department is responsible for initiating the necessary action to ensure that all University property and equipment such as keys and cards (ID and purchasing) are returned on or before the last day of work.
- Arrangements should be made for an employee to gather personal belongings or for them to be sent to the employee.
- Department personnel files for terminated 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 University of Missouri System Office of Human Resources, Attention: Unemployment Compensation Claims.
Date Created: 09/26/1997
Updated: 11/01/2000; 03/01/2006; 07/01/2009; 10/01/2014; 10/01/2019