HRM-016: Severance Benefits for University Staff Employees
Academic Division and the College at Wise.
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 policy HRM-015, Layoff for University Staff Employees.
Restricted Position:A University Staff position that is:
- 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
- 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.
University Staff Employees (University Staff):
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 UVA Human Resources System established by the Board of Visitors under the authority granted by the Restructuring Act and the Management Agreement. (The term “University Staff Employee” includes all three categories of University Staff Employees - Operational & Administrative, Managerial & Professional, and Executive & Senior Administrative.)
The agreement between the University and the Commonwealth required by Subsection D of §23.1-1004 of the Restructuring Act.
The Restructured Higher Education Financial and Administrative Operations Act, Chapter 10 of Title 23.1 of the Code of Virginia.
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.
Compliance with Policy:
Failure to comply with the requirements of this policy may result in disciplinary action up to and including termination in accordance with relevant University policies.
Questions about this policy should be directed to UVA Human Resources.