Employees who voluntarily resign are expected to give a minimum of two weeks' notice to their supervisor and, depending on the circumstances, a longer notice period may be appropriate. An employee should submit a letter of resignation indicating his/her last day of work as soon as possible. Once an employee has submitted his/her resignation, the department may begin the process of posting and filling the position.
B. Appointment Expirations
Some employees of the University are employed for a specified time period only (e.g., term appointments, duration of a project, etc.). An employee whose employment has a specified ending date and who will not be reappointed should receive as much advance notice as possible. Such decisions are not subject to review, except in those instances when an employee feels that the decision not to renew an appointment was discriminatory.
An employee will not be entitled to severance pay or layoff benefits of any kind at the end of the term appointment. Any employee whose term appointment ends before the specified end date is eligible for severance and subsidized continuation of medical and dental plan coverage (unless the termination is for cause, including unsatisfactory job performance). Any exceptions to this should be discussed in advance with the local human resources officer.
C. Unsatisfactory Job Performance
Employment may be terminated due to unsatisfactory job performance. Generally, any such termination should follow a performance correction process (see Section IX (3)). Such terminations are subject to review under Section IX (2).
Employment may be terminated for misconduct, which may include, but is not limited to, excessive tardiness and absenteeism, violation of University policies and procedures, insubordination, forging or falsifying information or dishonesty. In many cases, it is appropriate to use the performance correction process prior to termination (see Section IX (3)). However, some serious offenses can result in immediate termination of employment without prior warning. Examples of such may include, but are not limited to: theft, intoxication or other violations of the University policy on Drugs and Alcohol in the Workplace, assault and/or battery, physical violence or threats of violence, willfully causing injury to another employee, bringing weapons onto University property, insubordination, falsification or improper alteration of records, breach of confidentiality or the willful destruction or theft of University property. The local human resource office should be consulted before employment is terminated in such circumstances. An employee thus terminated has the right to have the termination reviewed (see Section IX (2)).
E. Loss of/Lapse of Professional Licensing or Certification
Employment may be terminated because of an inability to meet and/or maintain necessary professional certification or licensing requirements. Depending on the specific circumstances, the employee may be provided notice or pay in lieu of notice or may be placed in another job for which they are capable of meeting job requirements. Such terminations are subject to review under Section IX (2). The department does not need to initiate a disciplinary process, but it should thoroughly document that the employee did not meet necessary professional certification or licensing requirements. The document should be given to the employee with a copy put in the personnel file.
F. Job Abandonment
Any employee who fails to report to work for two or more consecutive working days without notification to their supervisor may be subject to termination for job abandonment.
G. Death of an Employee
Benefits should be immediately notified of the death of an employee. Final payment to the employee's survivor or estate will include salary due through the last day worked, and all unused, accrued vacation.
Dependents of deceased employees may be eligible for continuing coverage under a University medical plan; contact Benefits 617-496-4001 for more information.
Last updated: 04/16/2009