For non-executives, we do not provide severance for 'for cause' termination. Severance for executives is negotiated into the original employment contract.
Severance for administrative professionals is defined in the manual for that group: http://www.oakland.edu/upload/docs/UHR/AP_Manual_2007_Final.pdf A. Except as otherwise provided herein, regular full-time Just Cause AP’s who are laid off will be provided severance pay or working notice of termination, or any combination thereof, in accordance with the following schedule: First year none Second Year 2 months Third Year 3 months Fourth Year 3 months Fifth Year 4 months Sixth Year 4 months More than 6 Years 6 months B. To be eligible for benefits under this procedure, the AP shall execute a release and severance agreement within such time lines and subject to such terms and conditions as are established by the University, including, but not limited to, a waiver of any and all legal claims or potential legal claims the AP has or may have against the University and any of its related entities, its Trustees, its Board of Trustees, and its officers, employees, and agents. Unless the AP executes the release and severance agreement, he/she shall not be eligible for any of the benefits Faculty, from their contract: Salary Entitlement after Layoff. Laid-off faculty members who were approved by Oakland for titles in categories f. through i. of paragraph 54 on the date Oakland notified the Association of its intention to institute a layoff under subparagraph 57a., whether or not the appointment date on which that title was to become effective had been reached as of the date of notice to the Association, shall be entitled to receive one half of regular annual salary at the rate in effect on the date layoff commences, paid over a period of six months; and either of the following, as applicable: a. For a faculty member entitled to 180 days notice of layoff pursuant to paragraph 59, the following shall apply: (1) For a period of six months, (2) Oakland shall continue to pay toward medical insurance (described in paragraphs 107 through 110) whatever amount Oakland was actually paying for that faculty member on the date the faculty member ceases to receive salary monies from Oakland, if (3) The faculty member pays the difference between Oakland's payment and the actual cost of such benefits. (4) The faculty member may elect continuation of such medical benefits fully at his or her own expense for an additional six months beyond the first six months specified in (1) above. b. For a faculty member who is entitled to 365 days notice of layoff pursuant to paragraph 59 the following shall apply: (1) for a period of six months, (2) the faculty member may elect continuation of whatever medical benefits (described in paragraphs 107 through 110) he or she was receiving on the date the faculty member ceases to receive salary monies from Oakland, if (3) the faculty member pays the cost of these benefits. Clericals have no severance. On Wed, Dec 10, 2014 at 11:41 AM, Office of Little Priest Tribal College President <[email protected]> wrote: > Does anyone have a policy or process for severance pay to terminated > employees? > > Johnny > > ATTN: Please be aware that when you respond to an ACUPA-L e-mail, the > reply will be distributed to the ENTIRE list of members. If you do NOT want > to send an e-mail to everyone, please reply directly to the individual who > initiated the query (their e-mail address appears in the "From" line of > their original e-mail). > > If you wish to remove yourself from the ACUPA e-mail list, please go to > the following website and complete the form. We will remove you from the > list within 24 hours, during normal business hours. > > http://www.acupa.org/MembershipForm_Discontinue.html > > If you have questions about the ACUPA e-list, please contact Jamie Parris > at [email protected] > <[email protected]?subject=ACUPA%20e-list%20assistance> or > 607-255-6837. > > -- Theresa Rowe Chief Information Officer Oakland University
