Non-Exempt Employee Termination / Notification
|Section:||Human Resources Policies|
|Policy Name:||Non-Exempt Employee Termination / Notification|
|Policy Owner:||Executive Vice President|
|Responsible University Office:||Office of Human Resources|
|Origination Date:||September 7, 1999|
|Legacy Policy Number:||4-100|
- SCOPE OF POLICYThis policy addresses termination of employment for non-exempt employees and notice periods for termination of employment.
- Non-exempt Employee: An employee who is subject to overtime requirements under the Fair Labor Standards Act.
- Probationary period: RE: http://sites.udel.edu/generalcounsel/policies/salaried-staff-probationary-period/
- POLICY STATEMENTEmployment by the University is employment at-will. Nothing in this policy changes the at-will status of non-exempt employees. The University may terminate the employment of any employee, non-exempt employees included, for any reason or no reason at all. Every effort should be made to resolve problems through open discussions and appropriate actions. Prior to a termination action, the department must consult with the Employee Relations Office.
- POLICY STANDARDS AND PROCEDURES
- The University will provide a non-exempt employee two weeks’ notice except when the cause for termination is such that the employee cannot be permitted to remain on University premises.
- When a non-exempt employee resigns, the employee shall give the University two weeks’ notice. Longer notice is appreciated when the position requires supervisory or special skills.
- Non-exempt employees, except for those in the probationary period, will be paid for unused vacation days upon termination of employment.
- The non-exempt employee will be required to return University property including, but not limited to, the following:
- ID Card (except for eligible retirees)
- Cell Phones
- Procurement Cards
- And any other University-issued property
- System access will be canceled.