Job abandonment refers to the voluntary termination of employment when an employee who is not on an authorized leave fails to show up to work or fails to contact his or her supervisor for three (3) business days.

A layoff refers to the involuntary termination of an employee that typically occurs due to a lack of work, a lack of funds, a reorganization, the elimination of a position, a reduction in force, or the expiration of a grant. When a layoff occurs as part of a structured reduction in force, the procedures and provisions of KSU's Reduction in Force (RIF) Policy shall apply.

Termination refers to the cessation of the employment relationship between an employee and KSU, regardless of the reason.

Voluntary termination refers to a termination of employment resulting from the voluntary decision of an employee to resign from KSU. Voluntary termination includes, but is not limited to, resignation, an inability or failure to return from an authorized leave of absence, and retirement.

Any supervisor who believes the termination of an employee is necessary shall contact HR before taking any action. The supervisor, HR, and the General Counsel shall meet to discuss the reasons for termination to ensure that the reasons comply with the law and that the employee was provided all necessary due process. For terminations resulting from an approved reduction in force plan, this review is encompassed within the RIF planning and approval process outlined in the RIF Policy.

All separations from KSU shall be fully documented in writing. The documentation will detail the events that led up to the separation and the final reason for separation. The files of employees fired for cause shall be marked accordingly.

Employees separating from KSU will be paid for all hours worked and for vacation time accrued but not taken. The payment of accrued vacation shall be made in accordance with the Vacation Leave Regulation.

The date of separation for employees will be governed as follows: