This policy governs situations regarding Employee Notice (Notice) or Separation Pay to a staff employee whose employment has been involuntarily terminated by the University. It also establishes the schedule for Separation Pay to a staff employee whose employment with the University has been terminated (except for layoff or reduction in force - see the Position Elimination, Layoff and Severance Pay Policy).

This policy applies to all staff employees of the University, including faculty and students who are employed in a staff position, unless an appointment letter, a hire letter, or a collective bargaining agreement specifically addresses separation pay eligibility.

All employees shall be treated with dignity and respect throughout their employment and following separation from the University.

This policy applies when an employee and the University have terminated the At-Will Employment relationship involuntarily for any reason or no reason at all. Exclusions to this policy are voluntary employment separations (e.g., resignation or retirement) which fall under the Voluntary Employment Termination Policy and involuntary employment terminations that fall under the Position Elimination, Layoff, and Severance Pay Policy.

Employees whose employment has been terminated from the University in accordance with this policy shall be informed in writing no less than the number of days outlined in the schedule detailed below. Failure to provide notice will be cured by providing the requisite Separation Pay in Lieu of Notice (Separation Pay) as stated in this policy. Such Separation Pay may be issued instead of providing the minimum Notice period at the sole discretion of the University. An agreement providing a general release of claims may be required to be eligible for Separation Pay.

Employees in their probationary period are not eligible for Notice or Separation Pay. In addition, employment terminations for cause or for any of the following reason(s) are not eligible for Notice or Separation Pay at the sole discretion of the University:

• Misconduct arising from misrepresentation, inappropriate, unethical, or criminal behavior;
• Actions or behaviors that have a demonstrated and severe negative reputational risk or impact to the department's or the University's integrity;
• Confirmed instances of insubordination and other demonstrated inability or unwillingness to adhere to work rules, directives, or conditions of employment; and
• Material violation of University policy.

For the purpose of this policy, the terms below have the following definitions:

All individuals to whom this policy applies are responsible for becoming familiar with and following this policy. University supervisors and employees with student oversight duties are responsible for promoting the understanding of this policy and for taking appropriate steps to ensure and enforce compliance with it. Additional responsibilities include:

Failure to comply with this and related policies is subject to disciplinary action, up to and including suspension without pay, or termination of employment or association with the University, in accordance with applicable (e.g., staff, faculty, student) disciplinary procedures.

Employees who fail to comply with this policy will be subject to disciplinary action and may result in receiving no pay from the University following notice.

This policy is not a legal document. This policy does not confer a term of employment, nor is the language intended to establish a contract of employment, express or implied, between any employee and Brown University. The University reserves the right to change, amend or terminate any of its human resources policies at any time for any reason.

Brown University is a community in which individuals are encouraged to share concerns with University leadership. Additionally, Brown’s Anonymous Reporting Hotline allows anonymous and confidential reporting on matters of concern online or by phone (877-318-9184).

The following information complements and supplements this document. The information is intended to help explain this policy and is not an all-inclusive list of policies, procedures, laws and requirements.