Office/service and managerial/professional employees shall not have a property interest in continuing employment by UNL except and only to the extent of the advance notice prescribed below which UNL is required to give to terminate the employment relationship or the term stated in a written position appointment or written contract of employment, whichever is longer. Unless otherwise expressly stated in a written appointment to a position or in a written contract of employment duly approved and executed by UNL, regular office/service and managerial/professional employees are considered employees at will, and either UNL or the employee may terminate the employment relationship as provided below.

NOTE: Any action to dismiss an employee requires prior approval from Human Resources.

Office/Service

Regular office/service employees who voluntarily terminate their employment shall give at least two weeks advance notice to UNL. In absence of a written appointment or contract of employment providing otherwise, UNL may dismiss regular office/service employees by giving at least two weeks advance written notice of termination, except in cases of termination for cause under Conduct, Corrective Action, and Dismissal for Cause where termination of employment by UNL may occur immediately or with less than two weeks notice.

Managerial/Professional

Employment of regular managerial/professional employees will terminate in accordance with the time stated in writing in an appointment to a managerial/professional position or in a written contract of employment; provided, if no time is stated in writing in an appointment or in a written contract of employment, employment may be terminated by either party giving the other party at least ninety days advance written notice of termination, except in cases of termination for cause under Conduct, Corrective Action, and Dismissal for Cause where termination of employment by UNL may occur immediately or with less than ninety days notice.

Additional Exceptions to Notice Requirements

Additional exceptions to the foregoing notice requirements for termination of employment of both office/service and managerial/professional employees are as follows:

• An employee on original probation may be dismissed without advance notice.
• A temporary or on-call employee may be dismissed without advance notice.
• At the discretion of the department an employee may be granted pay in lieu of the required notice in cases of termination of employment at the will of UNL. An employee granted pay in lieu of notice will not accrue sick leave or vacation leave for the period during which the employee is not working.

Appeal of Dismissal Action

In cases where UNL has terminated the employment relationship under conditions specified in this section, the employee will have the right to appeal through the grievance process.

Resignation Dates and Holidays and Leaves

The last day worked by an employee will be the resignation date. An employee may not use vacation or sick leave to be paid for a holiday occuring after the last day worked. Payment for accrued vacation will be included in the employee's final paycheck. This policy does not apply to separations due to retirement or disability.

Return of University Equipment

Prior to separation, employees shall return to their departments their staff identification cards, keys, and other UNL property.

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If you would like more information about the department of Human Resources, visit the Human Resources website or call 402-472-3101. You may also email questions about Human Resources policies or procedures to hroffice2@unl.edu.