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Ending Library Employment 

Departure Process = POLICY i.e. must be followed

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POLICY:

An employee who desires to resign from University employment is expected to provide as much advance notice as possible and submit notice of resignation in writing to the supervisor. Separation from employment may take place for a variety of reasons. When employment termination becomes necessary, whether employee or employer initiated, established procedures must be followed.

Select one of the following Quicklinks for specific information:

RESIGNATION: 

A Resignation is a voluntary termination by an employee. Employees are expected to notify their immediate supervisor in writing of their intent to resign their position (see Classified Staff Termination Policy #402.0 and UHAP Resignation Policy #4.19).

Expected Notice:

Procedures:

NONRENEWAL/TERMINAL YEAR:

Nonrenewal:  

An employee on a year-to-year appointment and whose position is state funded is entitled to no less than a 90-day notice, or 30 days when position is non-state and funding is no longer available; otherwise employee is entitled to a 90-day notice (see UHAP Notice of Nonrenewal Policy #4.15). 

Procedures:

Terminal Year:  

An employee who is denied continuing status is entitled to a terminal year appointment for the next appointment period (see UHAP Decisions on Nonrenewal and Continuing Status Policy #4.11.02).

Procedures:

TRANSFER WITHIN UNIVERSITY: 

An employee who transfers to another University department retains all earned employee benefits including time in position, sick leave and vacation time.

An employee who changes employment from one Arizona university or board office to another and whose break in service is less than thirty (30) calendar days shall maintain all accrued sick leave hours and service credits for vacation computation reasons (see Classified Staff Policy #201.0- Sick Leave and Classified Staff Policy #200.0 - Vacation).  Employee is expected to notify his/her immediate supervisor in writing of intent to resign, and must adhere to the following procedures:

Expected Notice: 

Procedures:

DISCHARGE:

During the initial probationary period a probationary employee may be discharged at any time for any reason that does not violate public policy; advance notice will be given when possible, but termination under this condition may be without notice.  Policy requires that Sick Leave used during the probationary period be recovered from the employee’s final paycheck.

Discharge of a non-probationary employee is the last and final step of progressive discipline and causes termination of employment for the employee.  Supervisors must work in advance with LORM on cases involving progressive disciplinary actions before taking action.  Non-probationary employees are subject to the provisions of the Pre-discharge and Suspension Without Pay Hearing Policy #404.0 and the Disciplinary Action Policy #403.0.

Procedures:

If the supervisor is considering suspension without pay or discharge:

LAYOFF/REDUCTION IN FORCE:

It is the University Libraries commitment to minimize layoffs required by budget reductions and to consider staffing reductions only after creative solutions have been considered.

In the event that layoffs are required, the UA Libraries will follow established UA policy and UA Libraries Guidelines, as specified in the document: Layoff Policy and Procedures for UA Libraries & CCP (1/26/09).

As cited in Classified Staff Layoff/Reduction in Force Policy #405, a layoff may be the result of elimination of a position, reduction in funding, reduced or changed work requirements or department reorganization.  An employee selected for layoff will have his/her employment terminated from the University upon the layoff/termination effective date.  A non-probationary employee whose performance is at least satisfactory is eligible for recall rights and other layoff privileges for up to twelve (12) months following the layoff/termination effective date.

Information for Employees:

Information for Supervisors :

Forms:

RETIREMENT:

Normal Retirement is the earliest you may retire with a full benefit, as determined by Arizona State Retirement System (ASRS).  A normal retirement occurs under the earliest of the following:

Early Retirement may occur if at least fifty (50) years of age and with five (5) or more years of credited service. A reduction determined by your age and credited service is applied to the benefit.

The decision to retire is an important one that requires good planning.  The following resources are available to assist you in your transition:  

Information for Employees:

Information for Supervisors:

Forms:

POLICIES/GUIDELINES/RESOURCES/FORMS

POLICIES:

Classified Staff Policies:

Appointed Personnel Policies:

LIBRARY GUIDELINES:

RESOURCES:

FORMS:

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