||Separation Policy for Unclassified Board of Trustees Exempt Managers and Confidential Employees
||Board of Trustees
||June 26, 2013
||June 26, 2013
|For More Information, Contact
||Office of Faculty and Staff Labor Relations
This policy applies to the University of Connecticut at Storrs, all regional campuses including the Schools of Law and Social Work and the University of Connecticut Health Center. Managerial and Confidential employees of the University of Connecticut who do not have academic tenure are generally employed at-will and may be separated from employment for any lawful reason without advance notice. Management and Confidential employees who are involuntarily separated from the University of Connecticut for reasons unrelated to their job performance such as lay off, position elimination, or management reorganization may, at the sole and exclusive discretion of the University, be eligible for separation benefits in accordance with this policy. This policy does not apply to: (i) separation of an employee due to voluntary resignation or retirement; (ii) separation of an employee as the result of disciplinary action or for misconduct; or (iii) separation of an employee due to job performance.
The separation benefits, if offered, will be in accordance with the guidelines provided below.
In order to receive separation benefits, the employee must execute a separation agreement and general release in a form acceptable to the University. Typically, the University will require a non-disparagement provision.
2. Notice and/or Lump Sum Payment
At the discretion of the employer, the University may offer one of the following:
(a) written notice in advance of the effective date of separation, based on years of credited service at the University as shown below;
(b) lump sum payment of salary in lieu of notice according to years of credited service at the University as shown below;
(c) a combination of written notice and lump sum payment up to the maximum allowable limit, based on years of credited service at the University as shown below.
|Years of Service
|Notice Period or Lump Sum Payment
3. Health Insurance:
If the separating employee is receiving health insurance through the University, the University may extend the employee’s health insurance beyond the date of separation until the earlier of (a) up to six months (or such shorter time as the University specifies) or (b) when the separated employee becomes employed with an employer who offers health insurance.
Upon expiration of University-subsidized health insurance, the separated employee may elect to purchase additional health insurance continuation by paying the employee and employer share of the premium as provided by relevant state and/or federal law.
4. Outplacement Counseling
The University may choose, in its discretion, to offer job search assistance, career counseling or outplacement services.
Compensation or benefits in excess of this Policy may only be extended for good cause and only with the written approval of both the relevant Vice President or Vice Provost and the Director of Labor Relations.
Policy Created: 6-26-2013 (BOT Approved)