Human Resources

7: Terminations

Employment-at-will may be terminated at the will of either the employer or the employee. Such employment may be terminated with or without cause and with or without notice at any time by the employee or the University. Some of the specific circumstances that may result in termination of employment from the University are listed below.

7.1 Resignations

A resignation is a statement of an employee's voluntary intent to terminate employment with the University. A written resignation addressed to your supervisor, which includes the effective date and reason for termination, is preferred and helps to ensure appropriate processing of your records and final paycheck. You should give your resignation to your supervisor at least 10 workdays before your intended date of termination. Failure to provide notice 10 workdays before the effective date of termination may affect future University employment opportunities.

7.2 Retirement

If you are considering early or regular retirement, you should consult your retirement plan documents for pertinent information and contact the Benefits Division of Human Resource Services. Benefits specialists may provide information and resources to assist you in understanding the status of your benefits upon retirement. You should submit written notice of intent to retire to your supervisor at least 90 days before the first day of retirement. (See Section 9, "Your Benefits," for additional information.)

7.3 Expiration of Appointment

If you are employed in a sponsored research position or an externally funded position, the specific funding agreement may determine the terms of your employment. In some cases, your employment may expire on predetermined dates; in others, your employment may be terminated because funding has been reduced or eliminated.

If you are employed in a regular position which is eliminated because of a reduction in or lack of grant funding, the University's Policy for the Elimination and/or Reduction in Effort of Regular Positions is applicable.

7.4 Elimination of Position

The elimination of positions or the reduction in the number of hours required for particular positions may be necessary because of numerous circumstances, including the restructuring, reduction, or elimination of units or services. In such situations, the University's Policy for the Elimination and/or Reduction in Effort of Regular Positions generally applies. If there is a direct conflict between this policy and an applicable collective bargaining agreement, the collective bargaining agreement will prevail.

7.5 Abandonment of Position

If you are absent for three consecutive workdays without notifying your supervisor of the reason for the absences, you will be terminated for abandonment of your position.

7.6 Failure to Complete Introductory Employment Period or Transfer Probation Period

You may be terminated during or at the conclusion of the introductory employment period or transfer probation period if you have not demonstrated the skills, job knowledge, attitudes, work habits, or other qualifications necessary for continued employment. You may be terminated before the conclusion of this period if your supervisor and Human Resource Services conclude that such action is appropriate.

7.7 Poor Work Performance/Habits

You may be terminated before the end of a probationary period if, after counseling by your supervisor, your poor work performance/habits have not been corrected.

7.8 Other

You may be terminated as part of a chain of progressive discipline, as defined in Section 4.4.7, or without prior disciplinary action when your actions, in the University's judgment, warrant immediate termination.

Actions that may result in termination without prior disciplinary action include but are not limited to the following:

  • Dishonesty, falsification of records, or stealing
  • Fighting
  • Sleeping on the job
  • Absence without approved leave (AWOL)
  • Disorderly conduct
  • Financial mismanagement
  • Behavior evidencing incapacity to perform on the job
  • Excessive absenteeism or tardiness
  • Damage, destruction, or abuse of University property
  • Unauthorized use or possession of alcoholic beverages or controlled or illegal substances; reporting to work while under the influence of alcohol or controlled or illegal substances
  • Unauthorized possession or use of a firearm or other weapon
  • Conduct that threatens the safety or well-being of yourself or others

© September 1999 The George Washington University. If you have questions or comments about the Employee Handbook, please fill out the Comment Sheet or email hrweb@gwu.edu.