Human Resources > Employee Relations > Employees Leaving DePaul
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.
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.
Employees are encouraged to take 10 minutes to complete the DePaul Human Resources Exit Survey. Your feedback is vitally important to assist us in analyzing the root causes of turnover and retention and helping us to improve DePaul’s status as an employer of choice. Your completed survey will be sent to the Director of ER&EEO and individual responses will be kept confidential. Exit interviews are conducted upon request by emailing email@example.com.
For employees planning to retire, additional information about criteria and steps to retirement can be found in the
Retiree Benefits page.
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.
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 Termination Checklist for Managers.
To discuss any outstanding issues or concerns, managers can consult with an ER&EEO representative.
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.