[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-281656-105":3,"detail-sidebar-cat-1-en-105":85,"doc-detail-281656-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":78,"head_meta":80,"extra_data":82,"updated_unix":84},105,"en","termination-policy-staff-employment","Termination Policy - Staff Employment","","Termination Policy defines the rules governing employment separations for staff employees at Kentucky State University (KSU). Employment is at-will, allowing either KSU or the employee to initiate termination for lawful reasons, including involuntary termination by KSU and voluntary resignation by the employee. The policy details types of terminations, expectations for written notice by exempt and non-exempt employees, severance conditions when KSU waives notice, and requirements for documentation and HR review to ensure due process and legal compliance.",{"@graph":14,"@context":77},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/termination-policy-staff-employment/281656/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/termination-policy-staff-employment/281656.png","ImageObject",442,249,{"name":42,"@type":43},"Grenda","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-22","2026-09-16",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",12,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69,73],{"name":60,"@type":61,"acceptedAnswer":62},"Is staff employment at Kentucky State University (KSU) at-will?","Question",{"text":63,"@type":64},"Yes. Staff employees work at-will, so either KSU or the employee may initiate termination at any time for any lawful reason or for no reason at all, consistent with the policy.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What notice is required for voluntary termination, and what happens if notice is not provided?",{"text":68,"@type":64},"Exempt employees with supervisory responsibilities must provide at least four weeks’ written notice, while non-exempt employees and exempt employees without supervisory responsibilities must provide at least two weeks’ written notice. Failing to provide adequate notice or not separating in good standing makes the employee ineligible for rehire.",{"name":70,"@type":61,"acceptedAnswer":71},"When does KSU provide severance related to notice periods?",{"text":72,"@type":64},"If KSU waives an employee’s notice period without cause, KSU provides severance equal to the amount of notice given, up to 30 days. If KSU waives notice for cause after the employee’s notice of separation, no severance is provided.",{"name":74,"@type":61,"acceptedAnswer":75},"What triggers involuntary termination and how are layoffs handled?",{"text":76,"@type":64},"KSU initiates involuntary termination for justifiable reasons, including layoffs, eliminations of positions, or gross misconduct. Employees facing layoffs are entitled to 30 days’ prior notice or 30 days’ pay in lieu of notice.","https://schema.org",{"og:url":32,"og:type":79,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":81,"canonical":32},"index,follow",{"doc_id":83,"site_id":7},281656,1789567229,{"code":4,"msg":86,"data":87},"success",[88,93,97,102,107,112,117,121,126],{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},11,"Presentations",90,"presentations",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":94,"show_sort_weight":95,"slug":96},"Resumes",80,"resumes",{"id":98,"doc_module":22,"doc_module_name":25,"category_name":99,"show_sort_weight":100,"slug":101},14,"Invoices",70,"invoices",{"id":103,"doc_module":22,"doc_module_name":25,"category_name":104,"show_sort_weight":105,"slug":106},15,"Posters",60,"posters",{"id":108,"doc_module":22,"doc_module_name":25,"category_name":109,"show_sort_weight":110,"slug":111},16,"Social Media",50,"social-media",{"id":113,"doc_module":22,"doc_module_name":25,"category_name":114,"show_sort_weight":115,"slug":116},17,"Forms",40,"forms",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":119,"slug":120},18,30,"letters",{"id":122,"doc_module":22,"doc_module_name":25,"category_name":123,"show_sort_weight":124,"slug":125},21,"Paper Templates",5,"papers-templates",{"id":127,"doc_module":22,"doc_module_name":25,"category_name":128,"show_sort_weight":4,"slug":129},158,"General","general-158",{"code":4,"msg":86,"data":131},{"doc_id":83,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":22,"category_id":118,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":124,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":84,"read_time":26},7971474921005,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","POLICY TITLE:  \nTermination Policy  \nVOLUME, SECTION & NUMBER:  \nENTITIES AFFECTED:  \nStaff  \nADMINISTRATIVE AUTHORITY:  \nOffice of Human Resources  \nAPPROVED BY:  \nOffice of the President  \nEFFECTIVE DATE:  \nJuly 8, 2024  \nREVISED FROM:  \n2013 Human Resources Policy Manual  \nPOLICY STATEMENT:  \nThis policy establishes the guidelines for the termination of employment for staff employees at Kentucky State University (KSU) . It has been promulgated to ensure that KSU fulfills its responsibilities concerning all termination decisions.  \nEmployment at KSU is at-will for staff employees. Therefore, either KSU or a staff employee may initiate termination of employment at any time in accordance with this policy. The term “employee” in this policy refers exclusively to staff employees.  \nDEFINITIONS:  \nAt-Will Employment  \nAt-will employment refers to KSU’s right to terminate the employment of any employee at any time for any lawful reason—or for no reason at all—and the right of an employee to terminate his or her employment with KSU at any time and for any reason, or for no reason at all.  \nInvoluntary Termination  \nInvoluntary termination refers to the termination of an employee’s employment at KSU due to a decision by KSU.  \nJob Abandonment  \nJob abandonment refers to the voluntary termination of employment when an employee who is not on an authorized leave fails to show up to work or fails to contact his or her supervisor for three (3) business days.  \nLayoff  \nA layoff refers to the involuntary termination of an employee that typically occurs due to a lack of work, a lack of funds, a reorganization, the elimination of a position, a reduction in force, or the expiration of a grant.  \nTermination  \nTermination refers to the cessation of the employment relationship between an employee and KSU, regardless of the reason.  \nVoluntary Termination  \nVoluntary termination refers to a termination of employment resulting from the voluntary decision of an employee to resign from KSU. Voluntary termination includes, but is not limited to, resignation, an inability or failure to return from an authorized leave of absence, and retirement.  \nTERMINATIONS:  \nVoluntary Termination  \n• An employee who voluntarily terminates his or her employment is expected to provide his or her supervisors with adequate written notice.  \n• Exempt employees with supervisory responsibilities are expected to provide at least four (4) weeks’written notice.  \n• Non-exempt employees and exempt employees without supervisory responsibilities are expected to provide at least two (2) weeks’ written notice.  \n• Any employee who fails to provide adequate notice or otherwise fails to separate in good standing is ineligible for rehire at KSU.  \n• An employee who voluntarily terminates employment is expected to work the entire notice period unless his or her supervisor and the Office of Human Resources (HR) waive the notice period.  \n• An employee may not use vacation leave during any portion of his or her notice period.  \n• If KSU waives an employee’s notice period without cause, KSU shall provide the employee with a severance payment equal to the amount of notice given, up to 30 days. This payment is intended to compensate the employee for the pay he or she would have earned by working through the notice period.  \n• If KSU waives an employee’s notice period for cause at any time after the employee’s notice of separation, the employee is not entitled to any type of severance payment.  \n• Employees who voluntarily separate from KSU are entitled to a payout of their accrued vacation leave in accordance with the Vacation Leave Policy.  \nInvoluntary Termination  \nKSU initiates an involuntary termination for what it considers justifiable reasons. Involuntary terminations may result from layoffs, eliminations of positions, or gross misconduct.  \nLayoffs:  \nA layoff is a separation without cause that typically occurs due to a lack of work, a lack of funds, a reduction in force, or th","cbCaifyDCGDmGOxJ","https://ap.wps.com/l/cbCaifyDCGDmGOxJ","pdf",195413,"English","# Termination Policy\n## Entities Affected\n## Definitions\n## Terminations\n## Voluntary Termination\n## Involuntary Termination\n## Process\n## HR Review and Approval\n## Documentation","[{\"question\":\"Is staff employment at Kentucky State University (KSU) at-will?\",\"answer\":\"Yes. Staff employees work at-will, so either KSU or the employee may initiate termination at any time for any lawful reason or for no reason at all, consistent with the policy.\"},{\"question\":\"What notice is required for voluntary termination, and what happens if notice is not provided?\",\"answer\":\"Exempt employees with supervisory responsibilities must provide at least four weeks’ written notice, while non-exempt employees and exempt employees without supervisory responsibilities must provide at least two weeks’ written notice. Failing to provide adequate notice or not separating in good standing makes the employee ineligible for rehire.\"},{\"question\":\"When does KSU provide severance related to notice periods?\",\"answer\":\"If KSU waives an employee’s notice period without cause, KSU provides severance equal to the amount of notice given, up to 30 days. If KSU waives notice for cause after the employee’s notice of separation, no severance is provided.\"},{\"question\":\"What triggers involuntary termination and how are layoffs handled?\",\"answer\":\"KSU initiates involuntary termination for justifiable reasons, including layoffs, eliminations of positions, or gross misconduct. Employees facing layoffs are entitled to 30 days’ prior notice or 30 days’ pay in lieu of notice.\"}]","Termination Policy - Staff Employment | PDF"]