Policy Statement
Severance pay may be granted to employees upon involuntary termination of employment with Western New England University (WNE) based on length of employment. This policy does not constitute a binding term of the employment relationship between WNE and any employee; it is only intended to provide guidance regarding WNE’s current policies and is not enforceable against WNE. This policy supersedes any previous policies relating to its subject matter, and employees do not have any right to benefits under those previous policies. If this policy is revised, replaced, or rescinded, employees do not have any vested rights under this version of the policy.
Reason for Policy
WNE is a dynamic organization dedicated to providing a stable and secure work environment. We actively review our financial performance, seek opportunities for greater agility and efficiency, and strive to meet the needs of our students and the broader campus community. These efforts may include creating new programs, discontinuing others, restructuring work units, adjusting staffing levels, or making other decisions based on strategic and operational requirements, changes in funding, or other factors that impact the university. WNE complies with all relevant federal and state laws, including the Federal Worker Registration and Retraining Notification (WARN) Act, as applicable.
Severance is intended to help financially bridge an employee to another position or retirement and should be applied consistently according to length of employment. The purpose of this policy is to outline the severance pay calculation and other benefits provided by WNE.
Who is Governed by this Policy
Faculty and Staff
Policy
In the event of an involuntary termination due to a position elimination, or multiple employee downsizing, reduction in force (RIF) and/or change in the University direction, Human Resources will work with the department to assess options and develop an implementation plan. The planning assumes that the duties associated with the eliminated position(s) are either permanently reassigned, the position is substantially lowered or raised in terms of level, or will no longer be performed.
WNE provides a severance benefit for the affected employee(s).
Exclusions: The following positions are not entitled to severance pay:
- Employees who are in the orientation period of 90 days
- Part-Time, Temporary positions
- Grant or contract funded positions and positions that have been funded 51% or more from sponsored projects (contract or grant funded positions) at any time during the preceding 24 months (two years)
- Positions subject to seasonal layoffs/partial year schedules if RIF occurs during the off season
- Reduction in full-time equivalency (FTE) where the employee remains in either full or partial benefits-eligibility status. (However, a reduction in FTE that drops the employee to a non-benefits-eligible status is eligible for severance pay.)
- The current position is eliminated, but the employee is reassigned to another position that allows the employee to remain in either full or partial benefits-eligibility status. (However, reduction in FTE that drops the employee to a non-benefits-eligible status is eligible for severance pay.)
- Employees who have been subject to any documented disciplinary action or performance accountability plan in the previous 12-month (one year) period.
- WNE is transferring or contracting current work to an outside vendor, and the WNE employee(s) performing that work are offered employment by that vendor.
- Doesn't apply to terminations for cause, refusal to be reassigned, or refusal to be relocated to a new location.
Severance is calculated at the employee's current base salary rate, based on their hire date.
Severance Pay & Severance Agreement
Eligible employees who sign a separation agreement will receive severance pay equal to one week of base pay for each full year of completed service, up to a maximum of 24 weeks.
- A severance agreement will be provided at the time of RIF notification.
- Employees have 21 days to review (age-dependent), plus 7 calendar days to rescind after signing.
- Severance pay is calculated based on the current pay rate and FTE.
- Severance pay is issued as a lump sum, minus legal withholdings.
Vacation
Accrued, but unused, vacation will be paid out to the employee in the severance check. Vacation will stop accruing as of the effective date of termination.
Paid Personal Days
Unused paid personal days will not be paid out.
Insurance Benefits
Health and dental insurance coverage, if applicable, ends on the last day of the month in which the employee receives the severance benefit. Upon termination of coverage, COBRA notification will be forwarded to you from Human Resources.
Consequences of Non-Compliance
Violation of this policy may result in disciplinary action, up to and including termination of employment.
Procedure
The Associate Vice President of Human Resources and the Employee will sign a Separation Agreement and General Release of Claims, which will outline the terms of the severance pay agreement.
Document History
Policy Origination Date: August 21, 2024
Revised: July 15, 2025
Who Approved This Policy
President's Cabinet, dated July 15, 2025
Contact
Office of Human Resources
Rivers Memorial