Origination date: 10/1/93
Revised: 1/1/2000, 4/13/2004, 12/01/2014
Applicability: Academic Professionals, Classified Staff, Service Professionals
The university recognizes that employment is not permanent. The purpose of this policy is to identify various methods in which the employment relationship may end, as well as to describe the effects of benefits.
An employee is terminated in accordance with provisions of this policy without discrimination because of sex, race, color, age, national origin, religion, sexual orientation, disability, or veteran status as specified in the University's Equal Employment Opportunity Policy.
A regular employee of the university terminates under a variety of circumstances. The following categories are to be used by department heads as a guide in classifying the actual types of terminations that occur:
Northern Arizona University strives to maintain a positive and productive work environment in all areas of the university. However, it is recognized that differences in work styles and work environment may arise at times. In these instances, it is recommended that the employee communicate directly with the immediate supervisor to resolve differences. If the employee is unable to resolve the difference by communicating through his/her chain of command, the employee is encouraged to contact the Human Resources Department, the Employee Assistance and Wellness Office, or the Equity and Access Office.
If an employee chooses to resign from his/her position due to the work environment, the employee must contact the Human Resources Department in writing specifying the nature of the employee’s concerns with the work environment prior to the resignation. Section 23-1502, Arizona Revised Statues, states that if an employee wants to retain the right to bring a charge against the university, the employee may be required to notify an appropriate representative of the university (Employee Relations section of the Human Resources Department) in writing. Under this law, an employee may be required to wait 15 calendar days after providing written notice before the employee may resign in order to preserve rights for a constructive discharge claim. The employee is entitled to 15 days of unpaid leave of absence while waiting for the university response.
All pay and benefits shall cease as of the date an employee terminates employment with the university, whether such termination is voluntary or involuntary, except as otherwise provided in the university's Leave of Absence policies or COBRA provisions. The effective termination date for record and pay purposes, except in the case of approved leave of absence, shall always be the last day the employee physically works on the job. Contact the Human Resources Department for specific information about the effect of termination date on insurance coverages.
An employee who is dismissed shall be paid all wages due within seven working days following the termination date, or on the payday following the end of the regular pay period, whichever is sooner.
Notification: A supervisor/department must have the concurrence of the Chief Human Resources Officer prior to a termination.
Check-out Procedures: The department head should ensure that terminating employees:
Exit Interview Upon request by the employee, the Human Resources Department will conduct an exit interview.
Eligibility for Rehire Based on circumstances of dismissal the employee will be informed at the pre-disciplinary conference of his/her eligibility for rehire. Non-eligibility for rehire will be noted on the electronic Personnel Action Request (ePAR) and termination letter.