Procedure Details
Procedure Title: Severance
Procedure #: HR.013
Revision #: 001
Unit Responsible: Human Resources
Individual Responsible: Executive Director of Human Resources
Effective Date: 10/05/2021
Initial Approval Date: 11/11/2021
Last Review/Update Date: 10/05/2021
Next Review Date: 10/05/2024
*Does this procedure support a Board Policy? Yes
If yes, identify: 4.140-Severance
Board policies can be found at: LCC Board of Trustees Policy Page
*Does this procedure support HLC criteria? No
If yes, identify: N/A
HLC Criteria can be found at: HLC Accreditation Criteria
*Does this procedure support a State or Federal Regulation? No
If yes, identify: N/A
*Note: Standard Operating Procedures should be in furtherance of some LCC policy and/or accreditation criteria, even if the relationship is not direct. Assistance in determining this information can be obtained from the Academic Procedure Advisory Committee (APAC) and/or the Accreditation Liaison Officer.
Severance, BP 4.140
1. Purpose
To provide the steps necessary for offering and approving severance payments.
2. Scope
This procedure applies only to “at will” employees of the College who are involuntarily terminated and who complete a waiver and release of claims in a form acceptable to the College. No severance shall be granted to a non-employee.
3. Prerequisites
N/A
4. Responsibilities
Responsibility for the interpretation and administration of this procedure is delegated to the Executive Director of Human Resources or designee.
5. Procedure
- Human Resources – Labor Relations draws up the severance agreement.
- Agreement by the Executive Director of Human Resources, the Director Labor Relations, and the College President/ELT member must be obtained prior to the offer of severance to an employee whose employment is involuntarily terminated.
- Legal counsel may be asked to review documents prior to the offer of severance being made.
- Once all approvals are received, the appropriate Labor Relations administrator provides the terminating employee with the severance agreement.
- The terminating employee is provided a minimum of seven calendar days to review and make a determination as to whether to accept the terms and conditions of the Agreement. Terminating employees aged 40 and over are allowed a minimum of 21 calendar days for such review, consistent with federal law.
- The Labor Relations administrator notifies Payroll, HR Support, and HR – Benefits of the date of termination, ensuring that terminating employee does not receive pay after their date of termination absent the signed Agreement.
6. Reference
N/A
7. Definitions
N/A