NOTE: Failure to provide adequate notice affects the eligibility for future employment with the University. An employee that fails to provide adequate or otherwise fails to separate in good standing is not eligible for re-hire anywhere within the University.
The employee will have the opportunity to participate in an exit interview. At the exit interview, employees will have the opportunity to discuss their employment at the University, offering suggestions and expressing concerns, and complete an exit interview checklist facilitating the return of property and equipment.
The supervisor will process an OPAL and submit it to OHR.
The supervisor should make arrangements with the employee to secure all ID badges, keys, and other KSU property prior to the employee's last day.
Involuntary termination is initiated by KSU for what it considers justifiable reasons. Involuntary termination may result from layoff, elimination of a position, or gross misconduct. The University also reserves the right to terminate an employee without cause.
A layoff is a separation from the University when renire is anticipated within one year. Authority to implement layoff lies with the President. Layoff of a regular employee may be necessary due to:
Lack of work;
Lack of funds to continue the position;
Other reasons leading to a reduction in force.
Employees shall receive a notice of one pay period or pay in lieu of notice prior to layoff.
A regular position may be eliminated due to organizational realignment, lack of funds, or other administrative changes. An eliminated position may not be reintroduced to the University's organization structure for at least two years. Authority to eliminate a position lies with the President. Employees shall receive a notice of 30 days or pay in lieu of notice prior to the elimination.
The University may terminate the employment without giving notice and/or paying end of service benefit if University or departmental rules are violated. The University may also terminate for the following reasons:
a Insubordination, including unwillingness to perform assigned duties;
b Negligent destruction of University property;
c Drug or Alcohol abuse, or the influence or consumption thereof, while on University property or conducting University business;
d Job abandonment;