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Employee Separation: Difference between revisions
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[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]<br /><br /> | [[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]<br /><br /> | ||
<p>Policy No: <strong>1006</strong><br />Effective Date: <strong>11/01/07</strong><br />Revised Date: <strong>10/26/10</strong><br />Reviewed Date: <strong>10/ | <p>Policy No: <strong>1006</strong><br />Effective Date: <strong>11/01/07</strong><br />Revised Date: <strong>10/26/10</strong><br />Reviewed Date: <strong>12/10/13</strong><br /><br /><big>'''Employee Separation Policy'''</big><br /> | ||
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Including Office/Service, Managerial/Professional, Transfer within the University of Nebraska System, Retirement, Reduction-in-Force, Termination for Cause, Death, Resignation Dates and Holidays and Leaves, Payroll, and Return of University Equipment<br /> | Including Office/Service, Managerial/Professional, Transfer within the University of Nebraska System, Retirement, Reduction-in-Force, Termination for Cause, Death, Resignation Dates and Holidays and Leaves, Payroll, and Return of University Equipment<br /> | ||
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===Termination for Cause=== | ===Termination for Cause=== | ||
UNMC employees are required to meet certain standards of work performance and workplace behaviors/conduct. When employees do not meet specified standards, corrective and disciplinary actions for performance deficiencies or for unacceptable workplace conduct, up to and including termination for cause, may be warranted. | UNMC employees are required to meet certain standards of work performance and workplace behaviors/conduct. When employees do not meet specified standards, corrective and disciplinary actions for performance deficiencies or for unacceptable workplace conduct, up to and including termination for cause, may be warranted. | ||
<br /><br />Managers and/or departments are required to contact UNMC Human Resources, Employee Relations at 402/559- | <br /><br />Managers and/or departments are required to contact UNMC Human Resources, Employee Relations, at 402/559-7394 or 402/559-8534, prior to beginning the termination process, to ensure the UNMC procedure is followed. | ||
<br /><br />Persons dismissed for cause from UNMC or from any University of Nebraska campus are not eligible for rehire without prior approval of Human Resources. Persons leaving UNMC while under corrective action or those whose performance is documented as below satisfactory may not be eligible for rehire. Persons dismissed for gross misconduct from UNMC or from any University of Nebraska campus are not eligible for re-hire at UNMC. Questions relative to an applicant's eligibility for re-hire should be directed to Human Resources. | <br /><br />Persons dismissed for cause from UNMC or from any University of Nebraska campus are not eligible for rehire without prior approval of Human Resources. Persons leaving UNMC while under corrective action or those whose performance is documented as below satisfactory may not be eligible for rehire. Persons dismissed for gross misconduct from UNMC or from any University of Nebraska campus are not eligible for re-hire at UNMC. Questions relative to an applicant's eligibility for re-hire should be directed to Human Resources. | ||
<br /><br />For additional information, contact Human Resources, Employee Relations, 402/559- | <br /><br />For additional information, contact Human Resources, Employee Relations, 402/559-7394 or 402/559-8534, or see UNMC Policy No. 1098, [[Corrective/Disciplinary Action|Corrective and Disciplinary Action.]] | ||
===Death=== | ===Death=== | ||
In the case of the death of an employee, please contact UNMC Human Resources, Employee Relations at 402/559- | In the case of the death of an employee, please contact UNMC Human Resources, Employee Relations at 402/559-7394 or 402/559-8534 for guidance. | ||
===Additional Exceptions to Notice Requirements=== | ===Additional Exceptions to Notice Requirements=== | ||
Additional exceptions to the foregoing notice requirements for termination of employment of both office/service and managerial/professional employees are as follows: | Additional exceptions to the foregoing notice requirements for termination of employment of both office/service and managerial/professional employees are as follows: | ||
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6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | 6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | ||
==Additional Information== | ==Additional Information== | ||
*Contact Human Resources, Employee Relations, 402/559- | *Contact Human Resources, Employee Relations, 402/559-7394 | ||
*UNMC Policy No. 1028, [[Reduction-in-Force]] | *UNMC Policy No. 1028, [[Reduction-in-Force]] | ||
*UNMC Policy No. 1098, [[Corrective/Disciplinary Action|Corrective and Disciplinary Action]]<br /> | *UNMC Policy No. 1098, [[Corrective/Disciplinary Action|Corrective and Disciplinary Action]]<br /> | ||
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This page maintained by [mailto:dpanowic@unmc.edu dkp]. | This page maintained by [mailto:dpanowic@unmc.edu dkp]. | ||