Termination

(effective 1/1/07)

See TERMINATION BENEFITS in the LESLEY UNIVERSITY BENEFITS section of the Handbook regarding benefits continuation after termination. When an employee's employment with Lesley is ended, the Human Resources Department notifies University Technology to terminate that individual's access to telephone and email services.

Involuntary:
The University has the right to terminate the employment of any employee without notice when it is in the University's best interest to do so. Involuntary terminations include, but are not limited to poor performance, misconduct, and layoff.

Layoff:
Occasionally, situations such as reorganizations, terminations of grants or contracts, or lack of funding may result in the eliminations of positions. In these cases, the affected employees will be given notice of their upcoming layoff from work as soon as possible and representatives of Human Resources will work with them to assist in their job search.

Misconduct:
Certain conduct is so serious and inconsistent with Lesley's standards that it may justify immediate discharge. This list includes some examples of major misconduct offenses but is not all-inclusive.

• Serious violation of law or regulation
• Extreme unprofessional behavior
• Verbal or physical abuse
• Harassment/discrimination of any nature
• The use, sale, transfer or possession of drugs that are illegal or illegal use, sale, transfer or possession of drugs classified as controlled substances under the law
• Insubordination
• Violation of safety or security regulations
• The possession of firearms or dangerous weapons on company premises or while engaged in university business
• Clear instance of fraud or theft from the University

Employees may be terminated for misconduct, which includes but is not limited to tardiness, excessive absenteeism, falsification of records, deliberate insubordination, breach of confidentiality, theft, acts of violence, and disruptive, threatening and/or criminal behavior.

Immediate discharge without prior warning may be justified depending on the circumstances.

Poor Performance:
Poor or unsatisfactory work performance includes failure to complete work assignments, or failure to complete them on time; failure to correct errors; inability to learn new tasks, or other issues that result in work not being done, or not being done correctly or on time. Lesley encourages supervisors to discuss with the Human Resources staff, ways to coach, mentor, and help their employees to make the necessary improvements. If the efforts fail, and the employee remains unable to correct performance problems, and unable to fulfill the requirements of the position, termination may result. Termination is a last resort and should only be considered after discussion with Human Resources.

Voluntary:
If you decide to leave your position at Lesley, you are asked to submit a letter of resignation to your supervisor, with a copy to Human Resources stating the effective date of resignation. Support Staff are requested to provide a minimum of two weeks written notice. Administrators are requested to provide at least four weeks written notice.

If you fail to report to work without notifying your supervisor for three consecutive days, it will be assumed that you have voluntarily terminated your employment.

When you leave the employ of the University, all University property including, but not limited to keys, pagers, identification badges, credit cards, cell phones and laptops, must be returned to your manager. For any money owed or balances due to the University, you will be expected to make arrangements for the repayment or authorize the deduction from your final paycheck.

Upon termination, you will be entitled to payment of any accrued, but unused vacation.