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PPM Topics

 

PPM Section 7 - Discharge

It may become necessary for the employer to sever the employment relationship through the discharge of an employee. The discharge of a staff member is an action to be taken with extreme care to ensure the protection of all parties concerned. Supervisors are expected to contact Human Resources prior to discharging any employee to ensure such action is appropriate, consistent with standard policies, and that due process requirements have been met.

1. Reasons for discharge of a staff member must be documented with supporting data justifying the discharge action.
   
   
2. During probation, management may release the employee with or without cause at the sole discretion of management. Termination under these conditions may be without notice. Supervisors are expected to contact Human Resource Services prior to discharging any probationary employee.

Procedure — discharge

After consulting with Human Resources regarding the discharge, and upon compilation of necessary documentation for the action, discharge procedures are as follows:

1. The supervisor advises the employee of the reason(s) for, and the date of, the discharge.
   
   
2. The supervisor completes a Transaction form indicating separation, following the instructions provided on the back of form.
   
   
3. Management reserves the right to schedule the employee's use of annual leave before the effective date of the discharge to meet the department's budget and staffing needs. Any remaining annual leave balance is subject to the Annual Leave-Separation and Retirement provisions in the Employee Handbook.
   
   
4. The immediate supervisor informs the employee that he/she must contact Human Resource Services to schedule an exit interview.
   
   
5. The supervisor collects University property (including building keys and access cards, Bronco Card, electronic equipment, parking permit, etc.) from the employee on their last day.
   

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