3.8.2 Termination or Dismissal
3.8.1 Resignation
Administrative staff who intend to resign must submit written letters of resignation to the President with copies to the appropriate supervisors, at the earliest possible opportunity, but not later than May 15 or fifteen (15) working days after receiving appointments of employment for the coming academic or fiscal year, whichever date is later.
In consideration of the welfare of students and the University, staff members should not voluntarily sever their employment relationship with the University other than at the end of an academic term, the calendar year, or the fiscal year.
All written resignations are final and shall not be withdrawn without consent of the University. A written resignation form letter is available on the Human Resources policies website.
3.8.2 Termination or Dismissal
Termination or dismissal of at–will employees does not require a statement of reasons. However, supervisors are encouraged to document reasons for such dismissals or terminations in order to insure that the rights of employees have been considered. Although there is no right to a hearing for termination or dismissal of at–will employees, the President may deem it advisable to initiate proceedings to investigate serious allegations against employees.
See procedures for termination on the Human Resources policies website.
3.8.3 Immediate Dismissal
An employee may be summarily suspended or dismissed upon a determination by the President that any of the following, non–exclusive grounds exist:
- deliberate and grave violation of the rights of others;
- gross insubordination or serious failure to meet reasonable written and published standards contained in or incorporated by reference to this Manual and any other appropriate policy statements;
- that the continued presence of the employee on the grounds of the University would endanger the safety and well–being of the staff member or other members of the University community;
- that the continued functioning of the staff member in the position would substantially impair or substantially disrupt the normal functions of the University.
If the employee is suspended, salary and benefits may or may not continue during the term of any suspension.
Suspension may lead to dismissal.
Where the grounds of suspension or dismissal is severe disruption of the educational process, La RS 17:3101 et seq. authorizes the use of force “by all means available to the governor” if necessary to prevent any person, including staff members from disrupting educational processes or damaging University property.
Changes to Section of Manual
| Effective Date | Origin | Change Form |
|---|---|---|
| N/A |
