EmployEE Handbook - Marymount University

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Personnel Action Form The department head shall submit a Personnel Action Form to the Office of Human Resource Services for each employee separating from active University employment. The employee’s date of separation is the last day worked. Receipt of Final Check 1. Once the employee’s completed Employee Exit Procedure Form is on file in the Payroll Office, the employee’s final check may be released when it is available, which will normally be on the employee’s next regular scheduled payday following the separation. 2. If the employee picks up his/her final check in person, he/she shall be required to sign a receipt form for the check(s). 3. If the employee chooses to have his/her final check mailed, he/she must confirm this desire on the Employee Exit Procedure Form, indicating the address to which the check should be mailed. The Employee Exit Procedure Form will be annotated with the date that the final check was mailed. Records The department head shall submit the following records to the Office of Human Resource Services for each employee separating from active University employment prior to the employee’s last day of active employment: 1. A copy of the employee’s notice of separation, if applicable 2. Any records not previously submitted which pertain to the employee’s work performance or conduct. 3. An Employee Exit Procedure Form, which can be completed and turned in by the last day worked. References 1. Only emailed or written requests for references sent to or received by the Office of Human Resource Services shall be acknowledged. 2. Only dates of employment and titles shall be confirmed; salary information shall be provided upon receipt of a consent form signed by the former employee. 3. No personal references may be sent utilizing University letterhead stationery or job title of respondent. 4. These provisions do not apply to faculty or librarians. Voluntary Separations: Resignations Voluntary separations are commonly referred to as “Resignations”. The employee will give his/her department head written notice of his/her separation. For regular non-exempt and exempt employees, the amount of time provided for notice of separation should be no less than two (2) full workweeks. 18
1. No staff employee separating from active University employment shall be paid more than the balance of their accrued annual leave as of their last day worked or the end of the pay period in which their last day of worked occurs, whichever is later. Failure to have filed all appropriate timesheets or annual leave reports may result in errors in the final check amount. 2. An employee separating from the University is not entitled to any accrued but unused sick leave. 3. The employee and his/her department head will satisfy the “exit” procedures. Involuntary Separations Staff members may be subject to involuntary termination at the sole discretion of the University for one or more of the following reasons: 1. Layoff • A layoff because of official reorganization or permanent or temporary reduction in the workforce approved by the President. • Employees who are subject to layoff are eligible to apply for vacant Marymount positions for which they are qualified, but the employee’s current salary is not guaranteed in a new position. The University makes no provision for seniority or other types of “bumping.” 2. Discharge Termination of employment for reasons other than lack of work, include but are not limited to: • violation of the Code of Ethics • violation of the Standards of Conduct • unsatisfactory performance • poor attendance • behavior incompatible with effective conduct of duty • behavior detrimental to the University • incompetence • disloyalty to the University • insubordination Discharged employees will be entitled to receive payment for accrued but unused annual leave as of the date of separation, contingent upon submission of all appropriate timesheets or annual leave reports. Discharged employees are not entitled to accrued but unused sick leave. Break in Service – Staff Any full-time staff member who resigned or was involuntarily terminated because of layoff and who was rehired within sixty (60) days shall not be considered to have had a break in service. Such employees shall be entitled to resumption of their Core and Optional benefit elections, if any, as if no break in service had occurred. Such employees will be subject to the customary ninety (90)-day probationary period in their new position. 19
Page 1 and 2: Marymount University Employee Handb
Page 3 and 4: Table of Contents Welcome Universit
Page 5 and 6: Standards of Conduct In their actio
Page 7 and 8: Free shuttle service to and from th
Page 9 and 10: 1. Administrator (Executive) 2. Fac
Page 11 and 12: immediately report this information
Page 13 and 14: An employee who has been subject to
Page 15 and 16: Progressive Discipline All employee
Page 17 and 18: from the HR website) within five (5
Page 19: 2. Any time prior to his/her last d
Page 23 and 24: Time Records and Payday Guidelines
Page 25 and 26: 4. Any employee seeking accommodati
Page 27 and 28: Sexual Harassment is a form of sex
Page 29 and 30: Early reporting and intervention ha
Page 31 and 32: employee’s role in the protection
Page 33 and 34: performance; and strained work rela
Page 35 and 36: Avoid unstable structures; smoke; e
Page 37 and 38: III. Procedures a) Non-emergency si
Page 39 and 40: An unreported absence by an employe
Page 41 and 42: employment. Employees may not devel
Page 43 and 44: Enforcement Violations of this Comp
Page 46 and 47: In addition to salary, Marymount of
Page 48 and 49: Group Short Term Disability Insuran
Page 50 and 51: take a maximum of eighteen (18) cre
Page 52 and 53: Holiday Leave Leave Policies All re
Page 54 and 55: for benefits. Sick leave is accrued
Page 56 and 57: Jury or Witness Duty Required time

EmployEE Handbook - Marymount University

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