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width="20">[[Intellectual Property]]</td> | width="20">[[Intellectual Property]]</td> | ||
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width="20">[[Faculty]]</td> | |||
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[[Employee Leave]] | [[ | [[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination and Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Influenza]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Sexual Misconduct]] | [[Personnel Files]]<br /><br /> | ||
Policy No: <strong>1006</strong><br /> | |||
Effective Date: <strong>11/01/07</strong><br /> | |||
Revised Date: <strong>10/13/16</strong> | |||
<br />Reviewed Date: <strong>10/10/16</strong><br /><br /> | |||
<big>'''Employee Separation Policy'''</big><br /> | |||
<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 /> | |||
== Purpose == | == Purpose == | ||
1.1 To establish a policy regarding Employee Separation for UNMC employees.<br /> | 1.1 To establish a policy regarding Employee Separation for UNMC employees.<br /> | ||
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== Authorities and Administration == | == Authorities and Administration == | ||
4.1 Human Resources, Employee Relations Division is responsible for all aspects of the employee separation process for employees classified as "Non-Academic", otherwise designated as "Office/Service" and "Managerial/Professional."<br /><br /> | 4.1 Human Resources, Employee Relations Division is responsible for all aspects of the employee separation process for employees classified as "Non-Academic", otherwise designated as "Office/Service" and "Managerial/Professional."<br /><br /> | ||
4.2 The Vice Chancellor of Business and Finance, upon the advice and consultation from the Council of Business Officers, is responsible for the content of the Employee Separation Policy.<br /> | 4.2 The Vice Chancellor of Business and Finance, upon the advice and consultation from the Council of Business Officers, is responsible for the content of the Employee Separation Policy.<br /><br /> | ||
<br />4.3 The Employee Relations Division is available for consultation on any employee separation. There are circumstances which require Employee Relations Division involvement. | 4.3 The Employee Relations Division is available for consultation on any employee separation. There are circumstances which require Employee Relations Division involvement. | ||
== Policy == | == Policy == | ||
===Equal Employment Opportunity=== | ===Equal Employment Opportunity=== | ||
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 | 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 does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | ||
===Preface=== | ===Preface=== | ||
Office/Service and Managerial/Professional employees shall not have a property interest in continuing employment by UNMC except and only to the extent of the advance notice prescribed below which UNMC is required to give to terminate the employment relationship or the term stated in a written position appointment or written contract of employment, whichever is longer. Unless otherwise expressly stated in a written appointment to a position or in a written contract of employment duly approved and executed by UNMC, regular Office/Service and Managerial/Professional employees are considered employees at will, and either UNMC or the employee may terminate the employment relationship as provided below.<br /><br /> | Office/Service and Managerial/Professional employees shall not have a property interest in continuing employment by UNMC except and only to the extent of the advance notice prescribed below which UNMC is required to give to terminate the employment relationship or the term stated in a written position appointment or written contract of employment, whichever is longer. Unless otherwise expressly stated in a written appointment to a position or in a written contract of employment duly approved and executed by UNMC, regular Office/Service and Managerial/Professional employees are considered employees at will, and either UNMC or the employee may terminate the employment relationship as provided below.<br /><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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#For employees with active compliance protocols for Human Subjects, Vertebrate Animals, or Biosafety, the department must contact the Office of Regulatory Affairs. | #For employees with active compliance protocols for Human Subjects, Vertebrate Animals, or Biosafety, the department must contact the Office of Regulatory Affairs. | ||
#For employees with active sponsored programs (e.g., grants or contracts), the department must contact Sponsored Programs Administration.<br /> | #For employees with active sponsored programs (e.g., grants or contracts), the department must contact Sponsored Programs Administration.<br /> | ||
== | ==Notice of Non-Discrimination== | ||
6.1 | 6.1 Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment. | ||
==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. 1097, [[Performance Evaluation]] | |||
*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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