Seattle University
Human Resources Policy Manual

12. Separation/Termination

12.1 Employment At Will

The University follows a policy of "employment at will." This policy of employment at will means that an employee can terminate his or her employment relationship with the University at any time and for any reason and that the University can terminate the employment relationship at any time and for any reason, at the sole discretion of the University. The University cannot guarantee permanent employment or employment for a specific term, nor will the University adhere to or enforce any promises of permanent or specific-term employment made to an employee by any person.

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12.2 Termination of the Employment Relationship

Employment with the University is normally terminated through one of the following actions:

  1. resignation, or voluntary termination by the employee;
  2. dismissal, or involuntary termination by the University for any reason at any time; or
  3. layoff or termination because of a reduction in the workforce or elimination of positions.

Terminations are to be treated in a confidential, professional manner by all concerned. Prior to terminating an employee, the department head or designee should consult with HR.

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12.3 Notice

A. By Employee

An employee desiring to terminate employment, regardless of job classification, is encouraged to give as much notice as possible. An exempt employee who has provided thirty (30) calendar days written notice of resignation will be eligible to receive the cash value of any unused vacation time. A non-exempt employee who has provided ten (10) working days written notice of resignation will be eligible to receive the cash value of any unused vacation time. Written notice of resignation should be provided to the department head, with a copy to the area Vice President and HR. A staff member's date of termination is the last day worked.

In certain instances, when an employee resigns the University may require the employee to leave immediately rather than after the notice period. The University will make this decision based on the best interests of the University's operations and not as a reflection on the employee's integrity. When the University makes such a decision, the employee will receive pay "in lieu of notice."

B. By the University

In the case of dismissal, the University may, but is not required to, give notice of its intent to dismiss an employee. Except in those situations where an employee is terminated for disciplinary reasons, unprofessional behavior, or misconduct, the University will provide written notice of termination as follows:

  1. Exempt employees, thirty (30) calendar days;
  2. Non-exempt employees, ten (10) working days.

In certain instances, the University may require the employee to leave immediately rather than after the notice period. In those instances, the employee will receive pay "in lieu of notice."

In situations where an employee is terminated for disciplinary reasons, unprofessional behavior, or misconduct, the employee will not be eligible to receive the cash value of unused vacation time.

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Last modified on Monday, July 06, 2009