TEXAS WOMAN'S
UNIVERSITY
TWU HUMAN RESOURCES OPERATING POLICY
50.40
SUBJECT: Separation Entitlement Guidelines for Non-Classified Staff
DATE PASSED: January 15, 2004
DATE REVIEWED: January, 2004
REVIEW NEXT BY: January, 2009
PURPOSE
The purpose of this memo is to establish procedure guidelines for payment entitlements upon separation from employment at TWU for permanent (non-temporary), budgeted non-classified staff positions only.
PROCEDURE
Texas Woman’s University is an “Employment at-Will” university. This means that once hired, an employee serves at the pleasure of Texas Woman’s University. Discontinuance of employment may occur at any time with or without cause, at the discretion of Texas Woman’s University.
These guidelines do not apply to separation from employment resulting from a Reduction in Force (RIF), Voluntary Resignation, Retirement, or Dismissal for Cause. The guidelines apply only to separation resulting from an “at-will” dismissal. For Reduction in Force (RIF) separation, see University Personnel Policy 3.10. Employees who voluntarily resign, retire, or are dismissed for cause will not be eligible for any salary continuation.
The use of Corrective Action Guidelines, if any, by Texas Women’s University, does not in any way grant entitlement rights nor does it alter the “at-will” status of any staff employee of the University.
TWU will comply with all state rules and regulations related to Payment Entitlements (see below) upon separation from employment.
Permanent (non-temporary), budgeted non-classified staff employees separating as a result of an “at-will” dismissal with no other cause may be entitled to two (2) weeks of salary continuation per one (1) year of actual TWU employment up to a maximum of twelve (12) weeks. Employees with less than one (1) year of actual TWU employment may be entitled to one (1) week of salary continuation.
The official termination date will be the agreed upon last physical day at work, regardless of any salary continuation.
REVIEW
The Associate Vice President of Human Resources will review these guidelines with recommendations forwarded through normal administrative channels to the Vice President for Finance and Administration.
TWU will comply with all state rules and regulations related to Payment Entitlements upon Separation from Employment as outlined in the below chart:
|
Payment Entitlements upon Separation from Employment
|
|||||
|
Type of Separation |
Any separation where the employee is permitted to remain on the payroll to expend accrued vacation |
Any separation where the employee is not permitted to remain on the payroll to expend accrued vacation |
Any separation where the employee is permitted to remain on the payroll to expend accrued state or FLSA compensatory time |
Any separation where the employee is not permitted to remain on the payroll to expend accrued state or FLSA compensatory time |
Death (payment to estate) |
|
Lump-Sum Payment for Accrued Vacation Leave |
No, but may expend accrued vacation prior to separation |
Yes |
Yes, at the time of separation |
Yes |
Yes |
|
Lump-Sum Payment for Accrued Sick Leave |
No, also not eligible to use sick leave while remaining on the payroll to expend vacation |
No |
No, also may not use sick leave while remaining on payroll to expend state or FLSA compensatory time |
No |
Yes, for ½ sick leave hours not to exceed 336 hours (lump-sum payment) |
|
Further Accrual of Vacation Leave |
No |
N/A |
No |
N/A |
N/A |
|
Further Accrual of Sick Leave |
No |
N/A |
No |
N/A |
N/A |
|
Lump-Sum Payment for Accrued State Compensatory Time |
No |
No |
No |
No |
No |
|
Lump-Sum Payment for Accrued FLSA Compensatory Time |
Yes |
Yes |
Yes |
Yes |
Yes |
|
Payment for Longevity Or Hazardous Duty |
Yes |
No |
Yes |
No |
No |
|
Holiday Entitlement
|
Yes |
Yes |
Yes |
No |
Yes |
|
General Salary Increase Entitlement |
Yes |
No |
Yes |
No |
No |