Policy Statement
Western New England University adheres to the Massachusetts’ state law of employment-at-will. When it is in the best interest of the employee or the University, termination may take place at any time for any reason.
Reason for Policy
The primary categories the University uses for the end of employment are voluntary and involuntary with all reasons for termination falling under one of these two categories.
Because your employment at WNE is "at-will," either you or the University can terminate the employment relationship at any time, for any reason or no reason at all, with or without notice.
Who is Governed by this Policy
Faculty, Staff, and Student Employees
Policy
Voluntary
A letter of resignation to your supervisor is needed for voluntary termination. It would be helpful if you gave as much advance notice as possible. It is professional courtesy for exempt staff to give at least one month's notice and non-exempt staff to give two weeks' notice.
Exit Interview
Employees terminating employment voluntarily should schedule a benefits/employment exit interview with the Human Resources Office.
The employee should inform the HR Office at least 2 weeks in advance of the employee's last day of work. A written letter of resignation must be submitted by the employee to their supervisor.
Involuntary
Involuntary termination occurs if the University initiates an employee's termination. Some of the reasons for involuntary termination may include, but are not limited to: insubordination, falsification of records, unsatisfactory job performance, unacceptable workplace conduct, absenteeism, theft, dishonesty, mistreatment, threats or disrespect toward other employees, visitors, or other members of the public, and/or violation of any University policies or rules. Involuntary termination could also occur as a result of reduction in staff or a management decision to replace a position with a different person.
Payout at Termination
Unused earned vacation will be paid out to exempt employees following termination in their final paycheck. For non-exempt staff, accrued vacation time is paid as a pro rated amount, to be calculated as of the date of termination. Accrued vacation time cannot be used to extend employment. Neither accrued Paid Personal Days nor Sick Days are paid out upon termination.
Dismissals
In cases of insubordination, gross violation of rules, willful misconduct, dishonesty, endangerment of life or property, sexual harassment, violation of the drug-free workplace policy, or other events of a serious nature, an employee may be summarily discharged without advanced notice or pay in lieu of notice.
Retirement
Western New England University recognizes age 65 as normal retirement age for all employees. No exempt employee, however, shall be made to retire for reasons of age alone. Effective July 1, 2007, exempt staff whose employment by the University is terminated due to the elimination of the position they hold, and who have served the University for at least 15 years as of the date of termination, will be granted Retiree Status and be entitled to any benefits associated with Retiree status.
Document History
Policy Origination Date: July 24, 2023
Who Approved This Policy
Associate Vice President of Human Resources
Contact
Associate Director of Human Resources
Rivers Memorial