Separation from Service

Non- faculty employees of Jacksonville State University (JSU) are employed with an “at will” status therefore, either party for any reason, with or without cause, may terminate the employment relationship at any time. Only the President of the University (or the Board of Trustees) has authority to enter into any Agreement for employment specifying any period of time or to make any agreement contrary to the foregoing.

Separations of employment may be either voluntary or involuntary. Voluntary separations include resignation, retirement, or completion of the term of a contract or temporary appointment. Involuntary separations include dismissal with or without cause, job abandonment, or layoff. A resignation may not be rescinded by the employee without concurrence by the University.

Voluntary Separation

An employee may voluntarily resign from a position within the University, or from employment with the University. Whether resigning from a position or from the University, employees are expected to submit a written resignation providing a minimum of two (2) weeks’ notice to his or her supervisor. It is the expectation, that the supervisor formally acknowledges and accepts the resignation in writing.

Due to the complexity/operational commitments of exempt positions, employees in this class are expected to provide at least one (1) month notice period. Faculty members must submit the letter of resignation to their Department Head/Dean by March 15 of the intended resignation year. If an employee provides the proper notice as specified above, he/she will be entitled to all benefits accrued, provided the 180 day probationary period has been completed.

 Employee Responsibility:

  • Provide supervisor with written notice of intent to resign from employment. Notice must specify the last day the employee intends to work

 Supervisor Responsibility:

  • Accept employee resignation in writing and forward the resignation and acceptance to the Department of Human Resources and to all appropriate Department Administrators. If an employee gives a verbal resignation, supervisor should respond in writing accepting the resignation; copies of correspondence should be sent to other Departmental Administrators in the change of command and to the Department of Human Resources.
  • Contact the Department of Human Resources to initiate exit process
  • Complete Separation Clearance Form

If an employee is retiring, the employee is advised to provide written notice at least 90 days before their anticipated retirement date to ensure no delay in applying for and receiving retirement compensation. Our retirement providers require that the application for retirement be completed no more than 90, but no less than 30 days prior to retirement date.

 Employee Responsibility:

  • Contact the Department of Human Resources to inform Benefits Administrator of intent to retire
  • Provide supervisor with at least 90 days written notice of intent to retire

 Supervisor Responsibility:

  • Acknowledge employee’s intent to retire notice in writing and forward the retirement notice and acceptance to the Department of Human Resources. If an employee gives a verbal notification, supervisor should respond in writing acknowledging this intent to retire; copies of correspondence should be sent to other Departmental Administrators in the change of command and to the Department of Human Resources.
  • Contact the Department of Human Resources to initiate exit process
  • Complete Separation Clearance Form

At the time of retirement, an employee may receive payment of accrued annual leave not to exceed two year’s accumulation. Benefits and additional leave will not accrue during the period of annual leave payoff. Employees may request annual leave prior to a retirement date; approval is at the supervisor’s discretion.

Temporary employees are employed at the University under a term appointment agreement. Employees hired for a term appointment will be separated from the University as of the specified date unless the supervisor notifies the Department of Human Resources that the appointment will be extended.

 Supervisor Responsibility:

Certain administrators, designated by the President or Board of Trustees, are hired on periodic employment contracts. Upon appropriate notification by the supervisor that a contract will not be extended, employees hired under contract will be separated from the University at the end of the contract period.

 Supervisor Responsibility:

Involuntary Separation

Any full-time or part-time employee may be separated from employment during the six (6) month probationary period.

 Supervisor Responsibility:

An employee may be discharged for unsatisfactory performance, misconduct, or for other reasons deemed to constitute proper cause by the University. An employee must be given notice of the grounds constituting proper cause and an opportunity to respond verbally and/or in writing before an employee is separated for cause. Employees discharged for cause are noted as ineligible for rehire and are advised in writing at the time of discharge.

Supervisor Responsibility: (refer to JSU Employee Disciplinary Policy)

The University considers job abandonment when an employee does not report to work for three (3) consecutive days without the supervisor’s permission, or does not notify the University of an absence for more than three days, except when an emergency precludes giving notice. Work days are considered consecutive even when broken by normal non-working days such as holidays or weekends. Additionally, job abandonment is considered when an employee fails to return to work within the prescribed time limits, following an authorized leave of absence.

 Supervisor Responsibility:

  • Notify the Department of Human Resources immediately when an employee does not report to work and does not notify the supervisor of an absence
  • Contact the Department of Human Resources to initiate exit process
  • Complete Separation Clearance Form

The University reserves the right to reduce the labor force as necessary due to shortage of work, lack of funds, restructuring, or other material change in duties of the University. When a reduction in force is necessary, employees will be given as much notice as is possible.

General Separation Procedures

  • Settle all outstanding debts to the University (JSU reserves the right to utilize accrued annual leave hours to offset any funds due the employees to compensate for unreturned property or unsettled accounts)
  • Return all University property acquired during tenure including but not limited to: ID card, credit card, name badge, uniforms, and keys
  • Complete an Exit Interview Questionnaire online prior to last day of employment
  • Return all items checked out from JSU Library
  • Employees are encouraged to participate in an Exit Interview with a Representative of Human Resources
  • Sign the Separation Clearance Form prepared by supervisor to verify that all University property has been returned
  • Update contact information including mailing address in the on-line Employee Self Service. Any further correspondence, including the W2, after the employees’ separation of employment will be mailed to the address on file.

The following procedure is to be used for all voluntary and involuntary separations.

  • Collect all University property including, but not limited to: ID card, credit card, name badge, uniforms, keys, and equipment, i.e. laptop
    • Supervisor must return all keys to the respective Building Manager
  • Prepare and submit an Employee Separation Clearance Form to the Department of Human Resources on or before the last day of employment. (The effective date of separation is the last day when the employee will be in paid status.).
    • The Employee Separation Clearance Form indicates that all University property has been returned by the employee; the supervisor must obtain employee’s signature when all property is returned

  • Upon receiving notification of an employee’s intent to separate from the University, the Department of Human Resources will send communication to the employee with instructions to complete Exit Review Questionnaire
  • Schedule Exit Interview with employee and a Human Resources representative
  • Schedule Benefits Administration review
    • Provide information about employee’s rights to health insurance coverage under the federal COBRA program
    • Provide information about Retirement and other Benefits related coverage