Part 6 Subpart 6-1 Personnel Hiring Policy
Sec. 6-110 Policy in Regard to Non-Continuance of Employment.
- At Will. All administrative employees and other employees who are not designated as "just
cause" under Sec. 6-110(2) of Board policy or collective bargaining agreements are
employed with the University on an "at will" basis.
Cross Reference:
Sec. 6-001(7). Definition of "At Will."
Sec. 6-001(8). Definition of "Just Cause."
- Support Employees and Just Cause. Support employees who have successfully completed probation, may only be terminated
for just cause, or for business or economic reasons. A current support employee who
seeks and obtains a different position within the University shall be considered probationary
in the new position for sixty (60) calendar days. If during such period a decision
is made not to continue the employee in the position, the University may elect to
return the employee to his or her former position or to terminate the employment (in
which case the termination will be deemed to be for business or economic reasons if
not specified to be for just cause).
Cross Reference:
Sec. 6-001(5). Definition of "Support Employees."
Sec. 6-001(8). Definition of "Just Cause."
FSU-HRPP 04:06. Human Resources Policies and Procedures, Probationary Periods for Non-Bargaining Employees
FSU-HRPP 04:08. Human Resources Policies and Procedures, Termination of Employment
- Notice of Non-Continuation. Employees shall (subject to the University's right to provide pay in lieu of notice)
receive notice of non-continuation of employment as follows:
- Administrative employee. If a decision is made prior to the completion of the first year of employment to
not continue the employment of an administrative employee, other than a Provost, a
Vice President, the Chief Diversity Officer, an Academic Dean an Academic Department
Head, a Coach, or a Hall Director, the University shall notify the administrative
employee at least ninety (90) calendar days before the effective date of such non-continuation.
If a decision is made after the completion of one year of employment to not continue
the employment of such an administrative employee, the University shall notify the
administrative employee at least one (1) year before the effective date of such non-continuation.
Cross Reference:
Sec. 6-001(4). Definition of "Administrative Employee."
Sec. 6-001(7). Definition of "At Will."
- Provost, Vice President, Chief Diversity Officer, Academic Dean, and Academic Department
Head. If a decision is made during the appointment period not to continue the appointment
of a Provost, a Vice President, the Chief Diversity Officer, an Academic Dean or an
Academic Department Head, the University shall so notify the Provost, Vice President,
Chief Diversity Officer, the Academic Dean or the Academic Department Head at least
ninety (90) days (or, in the case of a Provost, Vice President, Chief Diversity Officer,
Academic Dean or Academic Department Head with more than one (1) year remaining on
his or her appointment period, at least one (1) year) before (i) the effective date
of such non-continuation, or (ii) the end of the appointment period, whichever is
later.
- Coaches and Hall Directors. If a decision is made prior to the completion of the first year of employment not
to continue the appointment of a Coach or Hall Director, the University will notify
the employee at least 90 calendar days before the expiration of the first year of
employment of such non-continuation. If a decision is made not to continue the employment
after the Coach's or Hall Director's first full year of employment, the University
shall notify the employee at least 180 calendar days before the effective date of
such non-continuation.
- Support Employees. If after the successful completion of the probationary period, a decision is made
not to continue the employment of a support employee for business or economic reasons,
the University will notify the employee at least sixty (60) calendar days before the
effective date of such non-continuation.
Cross Reference:
Sec. 6-001(5). Definition of "Support Employee."
Sec. 6-001(9). Definition of "Business or Economic Reasons."
- Pay or Reassignment in Lieu of Notice. The University may elect to provide an employee with payment in lieu of notice,
and may elect to reassign a Provost, a Vice President, the Chief Diversity Officer,
an Academic Dean or an Academic Department Head to other duties in lieu of notice,
payment, or both, as follows:
- The University may elect to provide an employee with pay in lieu of notice in an amount
equal to the base compensation which the employee would have received during the specified
notice period.
- Where the a Provost, a Vice President, the Chief Diversity Officer, an Academic Dean
or an Academic Department Head has more than one (1) year remaining on his or her
appointment period, the University may elect to reassign the Provost, Vice President,
Chief Diversity Officer,an Academic Dean or Academic Department Head for the remainder
of the appointment period, in lieu of notice, payment, or both. Any such reassignment
shall be made at the same rate of base compensation that the Provost, Vice President,
Chief Diversity Officer, Academic Dean or Academic Department Head was receiving immediately
prior to the time of the reassignment.
- Exception to Requirements for Notice Period or Payment In Lieu of Notice in Cases
of Just Cause Termination. No notice period, or payment in lieu of notice and/or reassignment, shall be required
if an employee is terminated for just cause (but such terminations are subject Termination
Appeal Procedure or the grievance procedure of any applicable collective bargaining
agreement).
Cross Reference:
Sec. 6-001(8). Definition of "Just Cause."
Sec. 6-111. Summary of the Termination Appeal Procedure.
FSU-HRPP 04:09. Human Resources Policies and Procedures, Termination Appeal Procedure
- Challenges to Terminations for Business or Economic Reasons. Challenges to termination of employment for business or economic reasons are limited
to the issue of whether the University's selection of specific employees for such
termination is in violation of applicable procedures and criteria. All such challenges
are subject to the termination appeal process or the grievance procedure of any applicable
collective bargaining agreement. If a support employee's employment is terminated
for business or economic reasons and the employee wishes to challenge his or her selection
for termination, he or she must use the Termination Appeal Procedure.
Cross Reference:
Sec. 6-001(9). Definition of "Business or Economic Reasons."
Sec. 6-111. Summary of the Termination Appeal Procedure.
FSU-HRPP 04:09. Human Resources Policies and Procedures, Termination Appeal Procedure
Prior Board Action (for entire Sec. 6-110):
February 13, 1999.
May 5, 2000.
October 11, 2002.
May 1, 2007.
November 7, 2008.
