To separate in good standing, support staff members must give a minimum of two weeks notice of resignation to their supervisors. The supervisor can waive the notice period.

To separate in good standing, senior staff members must give a minimum of one month's notice of resignation. The supervisor can waive the notice period.

Staff members who give insufficient notice are not eligible for re-employment.

A notice of resignation must be confirmed in writing, either by the staff member or the supervisor, and a copy immediately forwarded to the divisional human resources office or human resources manager. It should include the last day of work, the effective date of the resignation and the reason for the resignation.

Staff members are expected to complete a departure survey during the period of notice. The departure survey can be completed on line at the human resources web site (http://www.jhu.edu/hr1/) and will be input directly to the human resources confidential database. A representative of human resources will invite some terminating staff members to participate in an exit interview.

Involuntary termination requires prior review and concurrence by a representative of the divisional human resources office or human resources manager. The basis for the termination and facts supporting the action must be fully documented.

Termination during the original introductory period does not require two weeks notice or equivalent pay instead of notice.

After appropriate counseling, staff members who are unable to meet the established standards of performance for a position may be terminated with two weeks of notice or equivalent payment in lieu of notice.

Except as provided by University policy, staff members dismissed for misconduct are not eligible for re-employment in any division of the University.

If a staff member is absent for three consecutive days without contacting the supervisor, the staff member will be considered to have abandoned the position and will be terminated. A review of the circumstances by a representative of the divisional human resources office or human resources manager may result in reinstatement of the staff member.

Regular staff members terminated because of a lack of funds or abolishment of positions will be given written notice as far in advance as possible, but no less than one (1) month. If these individuals are rehired by the University within twelve (12) months following termination, they retain all benefits eligibility from last prior service. Employment date remains the same as it was prior to termination. Each staff member is expected to work until the effective date of the termination, unless an exception has been approved by a representative of the divisional human resources office or the human resources manager.

Termination date is the last day of work exclusive of days of vacation to be paid. Each staff member is expected to work until the effective date of the termination, unless an exception has been approved by a representative of the divisional human resources office or the human resources manager.

Upon termination of a staff member, all relevant personnel forms and records are to be sent to the divisional human resources office.