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| Issued
: 05/00 Revised : 08/2004 Classification Code : 03-20 |
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I.
Retirement: A.
All regular and term employees (at least .5 F.T.E) must
participate in the Missouri State Employees' Retirement System (MOSERS)
or College & University Retirement Plan (CURP).
MOSERS and CURP are funded entirely by the University. B.
All employees must also participate in the Old Age and Survivors
Insurance (Social Security) and Medicare programs. C.
Handbooks and information about retirement benefits are available
from the Benefits Office. The Benefits Office will also assist
employees in obtaining information from MOSERS about their credited
service and projected retirement benefits. D.
Employees who anticipate retiring should inform their supervisors
in writing at least ninety (90) days in advance of their intended
retirement date and should contact the Benefits Office at least 60 days
prior to intended retirement date to discuss
procedures to follow in processing their retirement. II.
Emeritus Status A.
Administrative personnel with the title such as President, Vice
President, Dean, or Director and who have completed at least fifteen
years of service at this University shall retire with the title of
"President Emeritus," "Vice President Emeritus,"
"Dean Emeritus of ()," or "Director Emeritus of ()." B.
Other Administrative, Professional, CTS, or Bargaining Unit staff
who retire but are not granted Emeritus status may be given recognition
for service. III.
Resignations: A.
While verbal resignations may be offered, employees are asked to
submit resignations from University service in writing to their
supervisor. At a minimum, all resignations should specify
the intent of the employee to resign, the last day of employment, and
the reason for resigning. B.
Supervisors are to acknowledge, in writing, an employee’s
resignation, irrespective of whether the resignation was verbal or
written. At a minimum, this acknowledgement should
specify the date that the resignation was received, that the resignation
has been accepted, and the effective date of the acceptance.
Supervisors are encouraged to consult with Human Resources if they have
any questions about this process. C.
The University requests at least two (2) weeks notice from CTS
staff members who are planning to resign their employment. D.
Administrative and Professional staff are requested to give at
least sixty (60) days notice of their intent to resign their employment. E.
Upon leaving employment, employees will be given the opportunity
to continue group health benefits in connection with Missouri and
federal continuation of benefits laws and regulations. The plan
documents controlling each benefit determine the availability of
continuation coverage and conversion to private plans. F.
Employees who leave the University’s employment are required to
assure that all University materials (keys, computers, books, etc.) are
returned to the University prior to their last day of employment. Additionally,
terminating employees are required to assure that all personal debts to
the University are paid. Terminating employees should contact
Human Resources during their last week of employment regarding these
termination of employment processes. Additionally, if a
terminating employee has any questions concerning termination from
employment, he or she should contact Human Resources. G.
Supervisors of employees who are separating from University
employment are to provide written notification to Human Resources of
impending terminations. This is to assure that final payrolls are
properly processed and that all out-processing steps occur. The
notification should be sent to Human Resources not later than ten days
prior to the last date of employment. All notifications to Human
Resources must include a copy of the employee’s letter of resignation
(if it exists) and a copy of the supervisor’s written acknowledgement
to the employee. IV.
Breaking Service: A.
If a regular or term employee resigns his or her position and is
re-employed by the University within thirty (30) calendar days, the
employee's length of service will continue without interruption.
B.
In the event an employee’s employment is terminated because his
or her position is eliminated, a grace period of six (6) months, with
the same privileges in “IV. A” above, is offered. An employee
whose position is terminated will be given the opportunity to apply for
job openings during his or her grace period and that person's application will be
treated as an internal bid. C.
The grace period does not apply to employees released for cause
nor does it guarantee re-employment to former employees. Former
employees rehired beyond appropriate grace periods are treated as new
employees. V.
Discipline, Suspension, and Dismissal: A.
While employment with the University is "at will" and
may be terminated at any time, the University, at its sole discretion,
may utilize progressive discipline concepts in circumstances it
determines to be appropriate. B.
If it is determined to utilize progressive discipline when an
employee fails to meet acceptable work or conduct standards, a written
warning may be given to the employee. 1.
All written warnings should, at a minimum, specify the reason(s) for the written warning, specify the performance improvements
needed to meet expectations, specify the consequences for continued
failure to meet expectations, identify to the employee how or where he
or she can obtain assistance in correcting the performance, and
establish a future review. 2.
All written warnings should be signed by both the supervisor and
the employee to acknowledge that the document was presented and
received. A copy containing the signatures should be sent to Human
Resources for retention in the employee’s personnel file. 3.
Termination of employment or other disciplinary action taken
during the employee’s first six months of employment is not subject to
these progressive discipline concepts nor to the grievance procedure
[Exception: Any regular or term employee may process a grievance
concerning prohibited discrimination]. 4.
All written warnings should be signed by both the supervisor and the
employee to acknowledge that the document was presented and
received. A copy containing the signatures should be sent to Human
Resources for retention in the employee's personnel file.
C. Prior to any suspension or termination, the supervisor must discuss the matter with the Director of Human Resources and obtain approval from his or her division executive. D. It is not a requirement that written warnings must be given to an employee prior to termination of employment or suspension. At the University's discretion, suspension with or without pay or termination of employment may be an appropriate response by the University at any point in the disciplinary process. E.
Decisions to terminate employment must be communicated to the
employee in a written Notice of Termination of Employment. At a
minimum, the Notice must: 1.
Advise the employee of the decision to terminate the employment
relationship. 2.
Establish the effective date of the termination from employment. 3.
Advise the employee of the reason(s) for the termination of the
employment. 4.
Advise the employee of his or her right to present objections to
the decision. 5.
Establish the date, time and place for a meeting where the
employee may present his or her objections. F.
Regular and Term employees who believe that they have been
unjustly suspended or dismissed may have recourse through the
University’s grievance process. However, any employee whose
employment is terminated during his or her first six months of
employment may only use the hearing process outlined in “V. E”
above. VI.
Final Salary Payment: A.
Upon termination of employment, an employee is entitled to
payment for any accrued unused vacation leave in addition to any regular
pay owed. Employees who leave the University within their first
six months of employment are not eligible for payment of unused vacation
leave. Early processing of termination forms helps to ensure the
timeliness of the final payment. B.
Each employee terminating service with the University must
complete a Property Clearance Form. C.
Employees who do
not return University keys will be charged twenty-five dollars ($25.00)
for each key not returned. D. The University will encourage the employee to complete an exit interview. |
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