Negotiating Severance Agreements with Professional and Administrative Employees
When the circumstances warrant, the president/delegate or other responsible administrator may choose to consider the option of a severance agreement. For senior leaders, consult the Administrative Policy: Senior Leaders Compensation and Separation for direction. For other academic administrators or academic professionals, the responsible administrator is expected to consult with the unit Human Resource administrator, Office of Human Resource consultant, Vice President for Human Resources (VPHR), and the Office of the General Counsel (OGC) to determine if a severance agreement may be appropriate. When consideration is being given to the termination of a senior administrator with a severance agreement, the president/delegate will consult with the OGC. In cases of unusual importance, the president will consult with the chair of the Board of Regents.
Should the decision be made to move forward with a termination with severance agreement for a P&A employee, the VPHR must approve such action. In working out the agreement, the amount of severance payment or other severance terms is determined after taking into account the various factors outlined in this policy. Employee Benefits will assist with the calculation of salary and benefits equivalent when an early termination involves a severance payment. The OGC will assist with composing the severance agreement and approve final language. Employee Benefits will also review the final severance agreement for accuracy of payment figures.
The P&A employee entering into a severance agreement is expected to review the terms of the severance agreement accompanying an early termination of appointment. Employment is terminated as of the date of the agreement and the employee signs a release from all claims against the University arising out of employment.