As soon as it is known that an employee's services will be terminated, for whatever reason, an ACT document should be initiated. The document must indicate the last day of work, the effective date of the termination, the reason for termination (voluntary, involuntary, or retirement) and recommendation for re-employment. Supporting documentation should include enough detail to assist in processing unemployment compensation claims.
A re-employment recommendation may be qualified by using such terms as "after consideration," "in another type of position," or similar wording. Departments are encouraged to consult with their designated HR Consultant or HR Employee Relations staff before using a re-employment qualifier.
For exempt employees, a copy of the vacation accrual record must be forwarded with the ACT document. For non-exempt employees, the vacation accrual will be paid automatically.
Any employee who is involuntarily terminated or who voluntarily resigns and reapplies for employment at UAB, will have their prior work history reviewed and taken into consideration.
Certain involuntary terminations may allow for the Severance Pay and Benefits Policy for Nonfaculty Employees to be used.
The University of Alabama at Birmingham (UAB) reserves the right to determine the duration of employment of any individual and hence to discharge any employee with or without cause.
UAB may initiate prosecution of employees or former employees when discharge is a result of a violation of law.
Termination or dismissal of tenured faculty members is covered in the UAB Faculty Handbook or by other rules and regulations pertaining to this matter.
In the interest of providing notice of the expectations of the administration, UAB has compiled an illustrative list of offenses, which may result in disciplinary action, up to and including immediate dismissal. Since a complete list of specific offenses is impossible, the following are examples of deficiencies or violations.
Non-exempt employees are expected to give at least fourteen (14) calendar days' written notice of resignation. Exempt employees in administrative, supervisory, professional, or patient-care positions are expected to give at least thirty (30) calendar days' written notice of resignation. Patient-care personnel, although paid biweekly, are expected to give thirty (30) calendar days' written notice. Certain job titles such as Nurse Practitioners, Physician Assistants and Midwives are expected to give at least ninety (90) calendar days' written notice or resignation. Failure to provide appropriate written notice may result in the employee being considered ineligible for future employment at UAB.
Employees who resign will be paid through the last day worked and will receive their checks on the first payday following resignation. If the employee has completed the initial six months probationary period, they will be eligible for payment of all vacation time earned but not taken at the time of resignation, up to the maximum accrual allowed. Accrued sick time and personal holiday time will not be paid upon resignation or discharge. Vacation and Personal Holiday time are not eligible to be used during required period of notification.
Prior to leaving UAB, an employee should complete an online exit survey. At this time, the employee should also contact the Benefits Office to arrange for the conversion or transfer of certain benefits.
In the event of the death of an employee, an ACT document should be processed immediately indicating last day worked. If exempt, a copy of the benefit accrual record should be attached.
The HR Benefits staff should be notified immediately of the death of an employee so that they may begin to process insurance and other benefits claims.
