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Employee Handbook Index

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Employee Handbook - Termination of employment

 

Resignation notice

Employees are expected to notify their immediate supervisor in writing if they intend to resign. A written resignation is required to receive sick leave payoff (see "Sick Leave").

• Non-exempt (hourly-paid) employees are expected to provide a minimum of two weeks notice.
• Exempt (salaried) employees are expected to provide a minimum of four weeks notice.
  

Please provide your supervisor more than the minimum amount of notice whenever possible to ease the replacement process.

Discharge

It is occasionally necessary for the University to discharge an employee. Reasons for discharge may include, but are not limited to, violation of the Rules of Conduct, poor performance, and unsatisfactory performance during probation (see "Rules of Conduct for Non-Bargaining Employees," "Performance Management," and "Probation Period").

Exit interviews

Employees who leave University employment, whether voluntarily or involuntarily, are entitled to an exit interview with a Human Resource Services staff member. The exit interview is held in Human Resources during the last week of employment. Exit interviews provide the University with valuable information regarding employment and worklife. The supervisor is responsible for informing employees that they are to contact Human Resource Services to schedule the interview and for collecting University property from employees before their last day. Employees should make arrangements with their immediate supervisor for delivery of their last paycheck.

Rehire provisions

If an employee leaves University employment for any reason (including discharge and resignation), there is no guarantee of future University employment. If, however, an employee is rehired by the University, certain provisions apply:

Prior service credit will be granted to individuals entering benefits-eligible positions, who had prior service in a benefits-eligible position (also see "Annual Leave" and "Sick Leave" rehire provisions). However, the retirement eligibility requirement of ten years of consecutive service remains; prior service credit cannot be counted toward this requirement if a break in service has occurred (see "Retiring from WMU").

Insurance for terminated employees

When employees leave University employment, whether by discharge or resignation, they will be notified of their rights, obligations, and required action regarding continuing their group health and life insurance. Employees may also receive written information from the University's COBRA administrator.

Health care insurance

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), terminated employees and their insured dependents may continue group health insurance with certain provisions (see "COBRA").

Life insurance

University group life insurance carriers may offer provisions that allow terminated employees to convert their group life insurance coverage to a personal policy.

Unemployment compensation

WMU is a covered employer under the Michigan Unemployment Compensation Act. This means that Western must pay unemployment benefits to employees on lay-off or former employees who are eligible. Eligibility is determined in accordance with applicable law. Details about benefits are available at the local office of Michigan Unemployment Agency.

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