Leaving DePaul

Full-time staff employees may receive their vacation payout the following pay period after their last day. It is the employee’s responsibility to make sure any vacation hours that they have used are entered into BlueSky prior to the last day. Questions concerning vacation payout can be directed to the Benefits Team at hrhelp.depaul.edu or (312) 362-8232.

Full-time faculty, part-time faculty, staff and students will have any accrued but unused paid leave will be paid out upon termination. Payment will be included in the final paycheck.

An employee’s health benefits may continue until the end of the month the employee has resigned. For example, if an employee’s last day worked is Feb. 7, benefits will end on Feb. 28. Contact the Benefits Team at hrhelp.depaul.edu or (312) 362-8232 with questions.

An eligible employee and his/her eligible dependents who were participants in the health (medical, dental, vision, and Flexible Spending) insurance plans may continue group health benefits under continuation coverage provisions of the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) for up to 18 months following the employee’s termination date. Current COBRA rates are listed with the current year’s benefits enrollment information.

Employees will automatically receive a packet from HealthEquity/WageWorks concerning COBRA and additional benefits information via the U.S. Postal Service upon leaving the university.

Employees who are participants in the university’s 403(b) Retirement Plan may schedule a complimentary one-on-one meeting with representatives from Fidelity or TIAA to receive an explanation of benefit options regarding their 403(b) account. 

Employees who are separating and have provided consent to receive electronic forms in BlueSky will receive their W-2 at the current mailing address DePaul University has on file. Before their last day, all separating employees should review and/or update their mailing address in BlueSky to ensure the W-2 will be sent to their current address. To update your address, log in to BlueSky, then navigate to Me > Personal Information > Contact Info and update Mailing Address, making sure to check the Primary checkbox if it is not already checked.

Questions concerning your W-2 can be directed to Payroll Services at payrollhelp.depaul.edu or (312) 362-8692. If you need to update your mailing address any time after you separate, please reach out to the HR Team at hrhelp.depaul.edu or (312) 362-8500, and be sure to specify that the change should be listed as your Primary address.

Contributions to a Healthcare FSA will stop as of your last paycheck. Eligible Healthcare FSA claims can be incurred through the end of the month in which you terminate. Under COBRA rules, you may choose to continue to participate in the Healthcare FSA after separation. Contributions will be made on an after-tax basis. Additional information will be provided in the separate COBRA enrollment packet.

The dependent care flexible spending account ends on your last day of employment and cannot be continued through COBRA. Although you cannot make any further contributions to the plan after your final paycheck, you may continue to submit the eligible expenses that were incurred prior to your last date of employment for up to 90 days preceding your last day of employment.  More detailed information can be found in the Flexible Spending Account SPD.

Your coverage for life insurance ends at 5:00 p.m. on your last day of employment. However, you do have the option to convert or port your life insurance coverage. 

When you convert coverage, you switch to an individual insurance policy. When you port coverage, you switch to a group-like plan maintained by the insurance company. Evidence of Insurability is not required for conversion or porting.

You have 31 days from the date your group coverage terminates (your last day of employment) to apply for insurance conversion or porting with The Hartford and pay your first premium. Please contact the Benefits Team at hrhelp.depaul.edu or (312) 362-8232 or as soon as possible if you would like conversion and/or portability paperwork sent to you.

The Long-term Disability coverage will end at 5:00 p.m. on your last day of employment. You have 31 days from the date your group coverage terminates (your last day of employment) to apply for insurance conversion with The Hartford and pay your first premium. Please contact the Benefits Team at (312) 362-8232 or at hrhelp.depaul.edu as soon as possible if you would like conversion paperwork.

Participation in the AD&D insurance plan ends at 5:00 p.m. on your last day of employment. You do not have the option to convert to an individual plan.

If you purchased homeowners or automobile insurance through payroll deduction, contact Farmers Insurance at (800) 438-6388 for information about paying your premium directly to the insurance company. 

Participation in the Transportation Program ends on your last day of employment. If you made contributions into a parking account and have a remaining balance at the time you leave the University, you can continue submitting claims through the end of the plan year in which you terminate. Contact HealthEquity/WageWorks at (877) 924-3967 for additional details.

Tuition waiver benefits for employees, their spouses/unrelated SDA, or the employees' dependent children cease upon the termination of employment. Employees who terminate employment or transfer into an ineligible employment classification prior to, or on, the last day to drop classes with no penalty (refer to the academic calendar), will not receive the tuition waiver for that term. This restriction also applies to eligible spouses/unrelated SDA and the employees' children receiving the tuition waiver. Employees who terminate employment or transfer into an ineligible employment classification after the last day to drop classes with no penalty (refer to the academic calendar), will receive the tuition waiver for that term. This provision also applies to eligible spouses/unrelated SDA and the employees' children receiving the tuition waiver.

In certain cases of involuntary termination, the Severance Pay Plan for Staff Employees may apply. An employee will be notified if they are eligible for this plan.