Separation from Employment
Reasons for separation from University employment fall into one of the following categories:
- Resignation: voluntary separation
- Retirement: voluntary separation after meeting the University's Retirement Eligibility Rules
- Termination: involuntary separation due to reasons deemed to constitute proper cause by the University or release during the probationary period
- Layoff: separation due to lack of work or job abolishment
An employee who voluntarily resigns from the University is expected to give the University the required advance notice (see below). If an employee does not provide the required notice they will not be paid their accrued / unused vacation time.
- Administrative and Professional Staff (100/110): four weeks
- Office and Clerical or Laboratory and Technical Staff (106/116 and 104/114): two weeks
- Service and Security Staff (107/117): two weeks
An employee must submit a letter of resignation to his or her supervisor. An employee who is transferring from one position to another within the University is also expected to comply with the above guidelines unless an alternative arrangement is agreed upon by both current and prospective supervisors. For more information about the transfer process, see Promotions and Transfers.
An employee who voluntarily resigns from the University will be asked to complete a confidential, online exit questionnaire prior to leaving. The purpose of the questionnaire is to gather feedback on the employee's experience at NYU.
In planning for retirement, an employee should give as much advance notice to his or her supervisor as possible, as it usually takes several months to accommodate and prepare for such a major change.
Supervisors should encourage retiring employees to visit the Retirees section of this Web site and to consult with a Benefits Specialist in Human Resources to learn about benefit options and coverage.
An employee whose conduct, actions, or performance violates or is in conflict with the University’s policies may be subject to discipline in accordance with the University’s Constructive Discipline Process. The last step in the discipline process is termination.
An employee who is terminated for serious misconduct (examples of serious misconduct include, but are not limited to theft or dishonesty, violence, or refusal to follow a legitimate work directive) will not be eligible for re-employment and may be subject to criminal charges if conduct involves criminal activity.
The Human Resources Officer should promptly complete a PASS action to allow for the timely processing of final paychecks, unemployment insurance and/or other relevant matters.
In the event of a layoff due to lack of work, reduced funding or departmental restructuring, supervisors must obtain approval from Human Resources prior to eliminating a position.
Policies for layoffs for Office/Clerical (codes 106/116) and Laboratory/Technical (codes 104/114) employees are described in the Collective Bargaining Agreement between the University and Union of Clerical, Administrative and Technical Staff, Local 3882. Seniority rules are covered in Article 15 and Notice of Layoff in Article 29. .
For Service staff (codes 107/117) covered by a collective bargaining agreement, please refer to the applicable contract for all information about layoff.
Employees are required to turn in all University property to their supervisors, including identification, keys, tools, and electronic equipment prior to their last day of work. The supervisor should ensure that all technology access is disabled in a timely manner. Please review the employee checklist.
Review the checklist and exit tools for more information about the necessary actions to take when an employee leaves.