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College Hall 106
Last Revised: 10 Oct 2019
Refer Questions to: Executive Director, Human Resources
This policy applies to regular and extended temporary staff in all offices and divisions of Gallaudet University, unless specifically covered by collective bargaining agreements made between Gallaudet University and certified bargaining agents.
The University will experience separations from time to time because of resignations, retirements, etc. Additionally, conditions may arise which call for the dismissal of an employee. The University does not have a contract of employment with any of its staff employees. Each staff employee is employed on an at-will basis and may be terminated, with or without cause or reason, and with or without advanced notice, except as expressly provided for in a written employment agreement between the employee and the University, which is signed by the President of the University or his/her designee, and the employee. Nevertheless, although staff are employed on an at-will basis, it is the University’s general practice to attempt to improve poor performance through counseling and warning before undertaking involuntary termination.
Employees charged with gross misconduct may be terminated immediately and without prior warning.
Employees in senior administrator and administrative officer positions serve exclusively by appointment of the President or his/her designee and may be terminated (or, if tenured, removed from the position) with 30 days of notice or pay in lieu thereof, without counseling or warning and without right of appeal.
For information regarding termination during the probationary period, refer to the Probationary Period policy. For termination due to layoff, refer to the Staff Layoff policy.
Approved by: Gallaudet University Board of Trustees
1. Voluntary Separation
A. Not Encouraged: The resignation of an employee.
B. Encouraged: The requested resignation of an employee when discharge is imminent.
C. Unauthorized Absence: An employee fails to return to work following a period of approved leave or is absent for three or more consecutive working days and fails to notify the University of the need for leave.
D. Other: Any other voluntary termination not covered under A, B, or C above.
2. Involuntary Termination
If an employee’s employment is terminated because of an unauthorized absence, the supervisor should consult Human Resource and the employee should be informed in writing and a Separation Personnel Action Form prepared.
Employees who are dismissed for gross misconduct are not eligible for reemployment consideration.
Employees whose employment ends pursuant to A&O 4.32 are not entitled to severance except in the following circumstances:
If the employee is voluntarily terminated, the employee is paid no later than the next regular payday or within seven days, whichever is earlier.
Involuntarily separated employees receive their final paycheck on the next business day.
Collection procedures will be implemented if the employee does not return all University property or has not satisfied all financial obligations with the University.
All separating employees should contact Human Resources for information regarding termination, continuation of coverage or conversion privileges for insurances, and for information regarding retirement options.
Separating employees are reimbursed for annual leave according to the maximums as outlined in Policy 4.11 – Annual Leave.
Unused sick leave is not reimbursable but will be reinstated (if not used for other purposes) if an employee returns to regular status staff employment within one year of the date of separation.
Rights of Appeal
Involuntary terminated employees who have satisfactorily completed their initial probationary period may appeal their termination through the dispute resolution process.
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