Leaving the U

Your medical, dental, and life insurance coverage ends on the last day of the month in which you actively worked in a benefits-eligible position. Disability coverage ends the day after your last day of employment in a benefits-eligible position.

Federal and state laws allow you to continue your medical, dental, and life coverage at your own cost. This is called COBRA Continuation of Coverage. To qualify for COBRA:

• You must have been covered as an eligible employee or dependent on your last day of work.
• You have 60 days from the date you lose group coverage or the date you receive continuation of coverage information, whichever is later, to enroll.

Coverage becomes effective following the last day of your group coverage. If you wait up to 60 days before applying, you may experience a gap in coverage due to the cancellation of benefits.

When you leave the university, you could be eligible to continue and/or convert your life insurance coverage without answering health questions or requiring a doctor's exam. Here is an overview of what life insurance options are available to you when you leave the University (PDF).

Each employee group has its own policy for paying out unused vacation hours. However, employees in any employee group are not paid for unused sick leave when they leave the University.

AFSCME Clerical or Technical

An employee who leaves University employment and still has remaining vacation available is entitled to be paid for unused vacation.

Civil Service

Civil service staff who leave the University with 10 or more years of service and 200 or more hours of vacation have their payout deposited into an individual, tax-free account called a Health Care Savings Plan (HCSP). Money in the HCSP can be used to reimburse post-employment health expenses.

Employees who leave University employment with fewer years of service or hours of remaining vacation are entitled to be paid for unused vacation.

Teamsters

An employee who voluntarily resigns will receive pay for unused, accumulated vacation, provided the employee submits written notice of resignation to the assigned supervisor at least two calendar weeks prior to the effective date of resignation.

However, employees who leave the University with 10 years or more of service and 80 or more hours of vacation have their payout deposited into an individual, tax-free account, called a Health Care Savings Plan, to be used to reimburse post-employment health expenses.

Faculty and P&A

When the employee terminates University employment, unused vacation days up to a maximum of 22 days are paid out, provided the employee has worked 67 to 100 percent time for at least eleven months and has not been terminated for cause. If the employee has not worked the required time or has been terminated for cause, the employee’s unused vacation will not vest, and the employee will have no right to payout of any vacation balance.

Don't forget to forward your University email account. You will be able to access your email account for two weeks after your department enters your termination.

Faculty and staff who leave the University will have access to MyU for six weeks after their last day of employment.

• Update your personal information. This will allow mail such as W-2 forms to reach you.
• Cancel your parking contract. Your parking contract does not automatically stop. You will be billed until you contact Parking and Transportation Services to cancel your contract.

Please note that if you participate in the layoff or non-renewal program, the lump-sum severance payment is subject to payroll taxes with some taxes withheld at the supplemental wages tax rate. This payment cannot be placed into the Optional Retirement Plan or Section 457 Deferred Compensation Plan.

If you choose to participate in the layoff or non-renewal program, the University will contribute toward the cost of your medical or dental coverage for the period shown in the chart below. The contribution is based on your work location and permanent address on your last day of employment.

Your benefits available under COBRA run concurrently with the benefits extended under the layoff or non-renewal program.