Employee Separation
Involuntary separations
Robert Enderle – renderle@bowiestate.edu
Voluntary Separations
Takia Peden – tpeden@bowiestate.edu
Benefits
Anjanette Evans- aevans@bowiestate.edu
Understanding the Employee Separation Process
Bowie State University is committed to ensuring that all employee separations are handled with respect, clarity, and compliance. Our goal is to provide supervisors and employees with clear steps, information, and contacts to support a smooth transition whether voluntary or involuntary.
Types of Involuntary Separation
- Termination for Cause
- Resignation in Lieu of Termination
- Failure to pass Probationary Period
- Layoff or Job Abolishment
Relevant Policies
- USM Policy VII-1.21, Probation for Regular Non-Exempt and Exempt Staff Employees (pdf)
- USM Policy VII-1.23, Separation of a Non-Exempt Staff Employee (pdf)
- University Policy 07-01.22, Separation of Regular Exempt Staff Employees
- USM Policy VII-1.30, Layoff for Non-Exempt Staff Employees (pdf)
- USM Policy VII-1.32, Layoff and Recall of Regular Exempt Staff Employees (pdf)
Termination Steps
1. Pre-Action Consultation
Prior to initiating an involuntary separation, the department head or supervisor must consult with the Labor and Employee Relations Manager (LERM) within Human Resources. Once the LERM or HR designate reviews and decides that involuntary termination is warranted, the process will proceed.
2. Preparation of Termination Letter
Supervisor consults with the LERM for a sample termination letter. The supervisor drafts a letter on departmental letterhead, then submits it to LERM or HR designee for review.
3. Termination Meeting
Conducted in person with HR representation in attendance. Typically, the supervisor conducts the termination meeting with the LERM present. Public safety will be notified of the termination meeting. At the meeting, the supervisor or designee collects all BSU property.
4. Notifications
LERM notifies HR Staff Assistant, who will notify HR Team, Payroll, and DoIT regarding the employee’s separation details.
5. Property Return and Documentation
Supervisor ensures all assets are returned to the Technology Resource Center (Help Desk). If the employee doesn’t have one or more items at the termination meeting, it is the employee's responsibility to schedule time to drop them off with the supervisor or designee.
6. Personal Belongings
Employees should take all personal items upon their departure. If property is not collected after a reasonable amount of time, employee property may be shipped to the employee or disposed of, at the University’s discretion.
7. Exit Interview
Not conducted for involuntary separations.
Types of Voluntary Separation