Rebuilt HTML — PaddleOCR-VL (Baidu)

REGULATION TITLE: Termination

APPLIES TO: Staff

ADMINISTRATIVE AUTHORITY: Office of Human Resources

APPROVED BY: President Koffi C. Akakpo

EFFECTIVE DATE: July 21, 2025

NEXT REVIEW DATE: July 21, 2027

Employment for staff at Kentucky State University (KSU) is on an at-will basis. This means either KSU or the employee may terminate the employment relationship at any time, for any lawful reason or for no reason. This regulation establishes the guidelines for the separation of employment to ensure all termination decisions are handled responsibly and consistently.

At-will employment refers to KSU's right to terminate the employment of any employee at any time for any lawful reason—or for no reason at all—and the right of an employee to terminate his or her employment with KSU at any time and for any reason, or for no reason at all.

Involuntary termination refers to the termination of an employee's employment at KSU due to a decision by KSU.

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:

Upon separation, HR shall notify an employee of the status of his or her benefits.

Upon separation, an employee shall return all KSU property in his or her possession. Supervisors are responsible for monitoring the removal of employees' personal effects from KSU to ensure that no KSU property is taken. Supervisors or HR personnel shall also collect all KSU keys and cards from employees prior to their separation. Finally, HR shall arrange for the cancellation of separated employees' key cards and access to email and computer accounts.

Any employee who separates from KSU will be invited to complete a voluntary exit interview with his or her supervisor or an HR staff member.

○.

KSU initiates an involuntary termination for what it considers justifiable reasons. Involuntary terminations may result from layoffs, eliminations of positions, or gross misconduct.

A layoff is a separation without cause that occurs but not limited to a lack of work, a lack of funds, a reduction in force, or the expiration of a grant. When a layoff occurs as part of a structured reduction in force, the detailed procedures and additional provisions outlined in KSU's Reduction in Force Policy shall apply.

Employees who are to be laid off are entitled to a minimum of 30 days' prior written notice.

A position at KSU may be eliminated due to an organizational realignment, a lack of funds, or other administrative changes. When a position elimination occurs as part of a structured reduction in force, the detailed procedures and additional provisions outlined in KSU's Reduction in Force Policy shall apply.

The elimination of a position must be approved by the Kentucky State University Board of Regents.

Employees whose positions are to be eliminated are entitled to 30 days' prior notice.

KSU may terminate an employee without prior notice if the employee has violated KSU policy or committed any of the following:

The above list is not exhaustive. Employees should consult the Established Work Rules Policy for more information.

Employees terminated for gross misconduct are not eligible for rehire at KSU.

Subject Office Telephone E-mail

Regulation questions Human Resources (502) 597-6667 Human Resources@kysu.edu