Faculty and Classified Staff Severance Package Schedule

Faculty and Classified Staff Severance Package Schedule

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These Faculty and Classified Staff Severance Package Schedules are only applicable for employees who are subjected to a Reduction in Force or contract non-renewal following the program review process occurring in 2023.

Tenured, Tenure-Track, Teaching-Track, and Service-Track

• Faculty severance packages are only available to tenured, tenure-track, and teaching/service- track faculty (regardless of contract end date).
• If an individual leaves before their contract end date, they waive the right to their severance payments.
• The options below assume a notice date of October 16, 2023, with a contract end date of May 9, 2024. This means the individual would have thirty 30 weeks of notice.
• All benefits eligible faculty who are involuntarily terminated (including subjected to a Reduction in Force or contract non-renewal) may elect to continue their PEIA insurance for three additional months after their termination date. The faculty member would continue to pay their same employee premium during this three-month period.
• All tenured, tenure-track, teaching-track, and service-track faculty who are subject to a reduction in force or non-renewed following an academic program review that resulted in a Program Reduction or Discontinuation will receive a severance equivalent to twelve weeks of their base salary payable in bi-weekly installment payments starting after May 9, 2024.

Research-Track and Lecturer

• Non-renewal of appointment notification will be given as soon as possible, but a minimum of 60-days’ notice will be given, if possible (for those ending in 2023) and in the September/October timeline for those ending on May 9, 2024.
• If less than 60-days before appointment end date, a limited short-term appointment may be given to reach 60-days’ notice.
• Employees in this job type are employed on annual appointments and are otherwise employed at will. Severance will not be offered.

Clinical-Track and Librarian-Track

• Clinical-track faculty, who are not dually employed by University Health Associates (“UHA”), are eligible for a faculty severance package if their contract is non-renewed following an academic program review that resulted in a Program Reduction or Discontinuation. Librarian-track faculty are eligible for a faculty severance package if their contract is non-renewed following the review of the academic support units.
• If an individual leaves before their contract end date, they waive the right to their severance payments.
• If eligible clinical-track and librarian-track faculty are non-renewed and given an early contract end date of May 9, 2024 (as opposed to the normal contract end date of June 30, 2024), they will receive a severance equivalent to twelve weeks of their base salary payable in bi-weekly installment payments starting after May 9, 2024.
• If eligible clinical-track and librarian-track faculty are non-renewed with a contract end date after May 9, 2024 due to departmental needs, they will receive a severance that may be reduced by the additional weeks of notice received. For example, if a clinical-track faculty is needed to stay on a contract until June 30, 2024, their severance package may be reduced to the equivalent of five weeks of their base salary payable in bi-weekly installment payments starting after June 30, 2024.
• All benefits eligible faculty who are involuntarily terminated (including subjected to a Reduction in Force or contract non-renewal) may elect to continue their PEIA insurance for three additional months after their termination date. The faculty member would continue to pay their same employee premium during this three-month period.
• In addition to any severance package, all 12-month clinical-track and librarian-track faculty will receive a payout of the monetary value of their earned, but unused, annual leave as of their employment end date.

Faculty Needed to Teach Out Beyond May 2024 – Retention Bonus

• All tenured, tenure-track, and teaching/service-track faculty asked to remain through a teach-out period, and they remain the entire time, will receive a retention bonus equivalent to up to twelve weeks of their base salary. There will be no separate severance payment available apart from this retention bonus.
• If an individual leaves before the end date of their current contract, they waive the right to their retention bonus.
• The University would like to incentivize selected individuals to stay through end of the teach-out period (approximately two to three additional years, depending on the program).

Classified Staff

• RIF notice will be given as soon as possible, but a minimum of 60-days’ notice will be given.
• Classified Staff who are eligible for severance will be offered a severance package based on the length of the notice period and the details of their years of service, annual base salary, and appointment length.
• All benefits eligible Classified Staff who are involuntarily terminated (including subjected to a Reduction in Force or contract non-renewal) may elected to continue their PEIA insurance for three additional months after their termination date. The Classified Staff member would continue to pay their same employee premium during this three-month period.

Example 1

Classified Staff RIF with notice on October 16, 2023, and a last day of employment on December 31, 2023.

*Weeks of severance payments may be prorated for classified staff who work less than 12-month appointment.

Example 2

Classified Staff RIF with notice on October 16, 2023, and a last day of employment on May 10, 2024.

*Weeks of severance payments may be prorated for classified staff who work less than 12-month appointment.