Termination of Employment

Title: Termination of Employment
Approved by
Date Approved:
Effective Date: 06/03/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employee Relations
Revision History: 01/01/1995; 01/01/2002; 01/01/2008
Related Legislation and University policies: Termination of Employment Procedure
Review Period: 5 years
Date of Last Review
Relates to: executive staff, senior staff, and staff
Exclusions: none

Policy Statement

The university recognizes two types of termination - voluntary and involuntary.

Voluntary terminations include:

  1. resignation; 
  2. retirement; 
  3. failure to return from leave within the time allowed under the Family Medical Leave Act (FMLA) Absences and Leave Policy or Additional Medical Leaves of Absences (non-FMLA) Policy, excluding reasonable accommodations for extended leave through OIDEO
  4. failure to report for work for three (3) consecutive days without notice (“no-call, no-show”);
  5. for laid off employees, declining an offer of employment while on inactive status; and 
  6. for term employees, completion of written notification of term of employment.

Involuntary terminations include:

  1. layoff; 
  2. terminations for cause; 
  3. death; and 
  4. end of the inactive status period.

To separate in good standing, an employee must give a minimum of two (2) weeks’ notice of resignation to their supervisors. The employee’s notice of resignation must be confirmed in writing, either by the employee or the supervisor. Staff members who give insufficient notice are not eligible for re-employment. Additionally, employees who call off sick more than one (1) time after they have given notice and during their two (2) weeks’ notice period are not eligible for re-employment, unless the employee’s notice period is extended by the number of sick days taken. Employees must work a minimum of nine (9) days after giving notice in order to be eligible for rehire.

The final pay for a terminated employee, typically in the form of a live check, will include the following: regular hours worked, any overtime due, and the balance of unused vacation days. Deductions from the final check will be made for benefit contributions and docked time.

The employee must pay any outstanding expenses and fines (including key fines) at Access Services. All accrued sick time will be forfeited upon termination. The final paycheck will be issued no later than the next normal pay period. In the event of a death, the final paycheck will be paid to the estate of the employee.

Employees who are terminating their employment will be notified in writing of their benefit enrollment and conversion options. All eligible employees will have the option under COBRA to elect to continue their health care coverage, to be paid at the employee's expense but handled administratively through the university's group plan.

All employee separations will be handled in a professional manner. When an employee is retiring after lengthy and dedicated service, the university, school, or department is encouraged to observe the retirement in an appropriate manner.

The opinions of departing employees are helpful to the university's continuous attempt to improve. Every departing employee is encouraged to contact the HR Service Center at 216-368-6964 or AskHR@case.edu to complete the exit interview and/or request a confidential in-person exit interview.