Resignation and Dismissal

This policy applies to regular office/service and managerial/professional employees at the University of Nebraska–Lincoln (UNL) who have successfully completed their six (6) month post-hire probationary period. 

Office/service and managerial/professional employees shall not have a property interest in continuing employment by the university except and only to the extent of the advance notice prescribed below which the university 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 the university, regular office/service and managerial/professional employees are considered employees at will, and either the university or the employee may terminate the employment relationship as provided below.

Appeal of Dismissal Action

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

To provide guidance for employees who resign or are dismissed from employment. 

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 the university. In absence of a written appointment or contract of employment providing otherwise the university 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 the university 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 the university may occur immediately or with less than ninety days notice.

A temporary or on-call employee may be dismissed without advance notice.

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 occurring 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 university property.

Human Resources, Employee Relations