UVa Seal

Policy: Severance Benefits for University Staff Employees 


Date: 11/25/08 Policy ID: HRM-016 Status: Final

Policy Type: University
   
Contact Office: Consulting Services (UHR)
   
Oversight Executive: Vice President and Chief Human Resources Officer
   
Applies To: Academic Division and the College at Wise.
   
Table of Contents: Policy Statement
   
Reason for Policy: Severance benefits are designed to lessen the impact of involuntary separation by providing cash payments and continuing key benefits for a period of time.  This policy describes severance benefits to eligible full- and part-time salaried University Staff Employees who have been involuntarily separated from University service under the terms of the policy on Layoff for University Staff Employees.
   
Policy Summary: 
   
Definition of Terms in Statement: 

University Staff employee: Those salaried, non-faculty employees hired on or after July 1, 2006, and those salaried non-faculty employees and administrative and professional faculty electing to participate in the University Human Resources System established by the Board of Visitors under the authority granted by the Restructuring Act and the Management Agreement.

Restructuring Act: The Restructured Higher Education Financial and Administrative Operations Act, Chapter 4.10 of Title 23 of the Code of Virginia.

Management Agreement: The agreement between the University and the Commonwealth required by Subsection D of §23-38.88 of the Restructuring Act.

Restricted Position:  A University Staff position that is:
  1. created to complete a specific function or project within a defined period of time, and has a required system end date established at the time of hire or as subsequently extended; or
  2. funded wholly or in part from non-continuous or non-recurring funding sources (e.g., grants, donations, contracts, etc.) and contingent on the continued availability of funding, the cessation of which for any reason results in the abolition of the position.
   
Policy Statement: 

When it becomes necessary for the University to reduce its workforce through layoffs, severance pay provides some financial assistance to staff members to help them deal with the initial difficulties that may result from the loss of employment.  It is not intended to be recognition of years of service with the University.

The Severance Benefits Policy established by the Commonwealth of Virginia Department of Human Resources Management (Policy 1.57: effective January 1, 1995 and revised effective August 10, 2002), shall be, in all respects except where noted, applicable to University staff employees of the University. The University adopts the Severance Benefits Policy 1.57 pursuant to the authority granted in the Restructuring Act and the Management Agreement.  By the same authority, and to the extent permitted by the Restructuring Act and the Management Agreement, the University reserves the right to change, amend, or delete in whole or in part the provisions of the Severance Policy 1.57 without prior review or approval by any state agency, and shall not be bound by any future change, addition, deletion or amendment in whole or in part of the Severance Policy 1.57 by any agency of the state unless such change, addition, deletion or amendment is required by the Restructuring Act or the Management Agreement.

The Severance Policy for University Staff Employees differs from the State Severance Policy 1.57 in that:

(1) Severance Benefits for Restricted Employees.  Restricted employees in grant-funded positions are eligible to receive severance benefits ONLY if the funding source has agreed to assume all financial responsibility in its written contract with the University.

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Procedures: 
   
Related Information: 

1.57, Severance Benefits
Layoff for University Staff Employees

   
Policy Background: 
   
Major Category: Human Resource Management
   
Category Cross Reference: 
   
   
Process: 
   
Next Scheduled Review: 11/25/16
   
Approved By, Date: Executive Vice President and Chief Operating Officer, 11/25/08
   
Revision History: Updated 3/1/13.
   
Supersedes (previous policy):