Introduction

Policies

Acceptable Use Policy

Access to Personnel Files

AIDS Policy

Anti-Harassment Policy

Attendance/Tardiness

Break in Service

Change of Personnel Data

Confidentiality

Copyright Compliance Policy

Court Service and Jury Duty

Direct Deposit

Drug/Alcohol Free Workplace

Emergency Crisis

Employee Referral Bonus Program

Employment At Will

Employment of Relatives (Nepotism)

Equal Employment Opportunity/Affirmative Action

FERPA

Grievance Procedure

HIPAA Privacy Policy

Notice of Privacy Practices

Privacy Procedures

Hours of Work

Identification Card

Immigration Reform and Control Act of 1986

Inclement Weather

Introductory Period

Network Security Policy

New Employee Orientation

Overtime Pay

Parking

Pay Checks

Performance Appraisal

Promotions, Reclassification of Position & Transfers

Reduction in Force

Smoking

Termination of Employment

Time Recording

Types of Positions

USA Patriot Privacy Act

Work Behavior/Discipline

Benefits

Salary Administration

Exhibits

Termination of Employment

Voluntary Termination

A voluntary termination is a termination initiated by the employee. Should you terminate your employment at WPI, you are asked to give the University at least two weeks advance notice for non-exempt staff employees and at least four weeks notice for exempt staff employees. You should submit, in writing, (forms are available in Human Resources) your reason for termination and the effective date (the effective date is your last day worked). This should be given to your supervisor, who in turn will forward it to Human Resources. In some cases, the University may accept an employee’s resignation effective immediately or as of another date prior to the end of the notice period. In those cases, the University will compensate the employee at his/her straight-time rate of pay for the notice period (or for any remaining portion of the period) to a maximum of two weeks’ pay (in the case of a non-exempt employee) or four weeks’ pay (in the case of an exempt employee), unless the employee’s resignation is accepted early due to the employee’s poor conduct or performance during the notice period.

Involuntary Termination

An involuntary termination is any termination of employment initiated by the University. An involuntary termination may occur as a result of an employee’s unsatisfactory job performance or misconduct, or it may result from other reason or circumstances, such as a reduction in staff.

Separation Interview and Final Pay

If an employee leaves employment with the University through resignation or retirement or because of an involuntary termination, he/she is encouraged to schedule an exit interview with the Office of Human Resources. During this meeting, the employee will be informed of any termination benefits to which he/she may be entitled and any continuing obligations he/she may have, such as loans. Keys, books, tools, equipment, ID cards, uniforms and other University property must be returned at this time.

In cases of an involuntary termination, final pay is issued on the date of termination. In cases of voluntary termination or retirement, final pay will usually be issued on the next regular payday. Final pay includes payment for all hours worked since the employee’s last payday and payment for any earned but unused vacation time. Final pay is reduced by taxes and other required legal deductions, authorized deductions (such as employee contributions to the premium cost of the group health plan) and the outstanding balance of any advance of salary (including vacation) or loan. Upon separation from employment, all debts payable to the University must be settled.

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