There are a variety of reasons why an employee's employment with DePaul University may end. Details for various situations and actions needed can be found below.
Resignations/Retirement
Employees who plan to leave DePaul through resignation or retirement are encouraged to talk with their manager as soon as they can to enable a smooth transition. Your manager will need to work with you and other university areas on a variety of issues related to your departure from DePaul, such as technology related issues. It is encouraged that a 2-week notice is given for resignations, and an 8- to 10-week notice for retiring employees.
For employees planning to retire, additional information about criteria and steps to retirement can be found in the Retiree Benefits page.
Exit Interviews
As part of DePaul University’s ongoing commitment to understanding and improving employee experiences, you will be contacted to participate in a confidential, open-ended Exit Interview administered by The Work Institute, a renowned organization specializing in employee engagement strategies.
Please expect an email invitation from The Work Institute with instructions on how to participate upon your departure from DePaul. If you do not receive an email invite, please expect a call from a 1-866 number. You will be able to choose how to participate, by answering their call or scheduling an appointment to be contacted at a preferred time and date. The Work Institute will attempt to reach you at your personal email and personal phone number on file within our system, so it is important before you leave your position to make sure that your contact information is up to date in BlueSky.
The Work Institute’s comprehensive approach to exit interviews will provide the university with valuable insights into the reasons behind employee turnover and help us identify areas for improvement within our organization. The feedback collected through the interviews will be analyzed to identify trends and areas for improvement, informing our strategies for enhancing employee satisfaction, retention, and overall organizational effectiveness. We value and encourage your willingness to participate and be as open as possible when they call.
Involuntary Termination
Involuntary termination is when management makes the decision that an employee should be released from his/her job responsibilities. In all situations, an ER&EEO representative must be consulted prior to the involuntary termination of an employee. This consultation will determine if appropriate and documented progressive discipline procedures have been applied.
All involuntary terminations must be approved by the Vice President of Human Resources.
In certain cases of involuntary termination, the
Severance Pay Plan for Staff Employees may apply.
For questions or concerns regarding an involuntary termination, contact
Employee Relations & Equal Employment Opportunity.
Manager Responsibilities When an Employee Leaves DePaul
Managers are responsible for taking timely action when it is known that an employee will be leaving the university. Detailed actions that managers need to take can be found on the Offboarding Checklist for Managers.
To discuss any outstanding issues or concerns, managers can consult with an ER&EEO representative.
Benefits Information Related to Leaving DePaul
Depending on the reason that an employee leaves DePaul (e.g., retirement, resignation or termination), there is the possibility of continuing options for the benefits that the employee elected or qualified for while employed at the university. Employees should review the
benefits-related information here as soon as they know they will be leaving DePaul.