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204 Employment Separations 

 Since employment at Boston University is based upon mutual consent, the employment relationship is at-will and either the employee or the University are privileged to terminate employment at any time for any reason, with or without notice.  

All employees will be treated with respect throughout and after their employment with the University. While employment at the University is at will, there are times when it may be appropriate for either the University or an employee to give notice of their respective intention to terminate the employment relationship.  

204.1  Resignations 

It is important for Boston University to have adequate advanced knowledge of an employee’s desire to terminate to enable a smooth transition of responsibilities. An employee who decides to resign from their employment with the University should notify their supervisor, typically in writing, of that decision and the effective date of that resignation. All exempt employees are expected to provide notice at least one (1) month in advance of the effective date of resignation. All non-exempt employees are expected to provide notice at least two (2) weeks in advance of the effective date of resignation. The University may, at its sole discretion, accept or reject an employee’s request to rescind or modify a letter of resignation.  

Employees may not use vacation, holidays, or any type of paid absences to extend their termination date, unless otherwise permitted by law.   

Failure to provide the requested notice before the effective date of termination may affect future University employment opportunities.  

204.2  Retirement  

In the case of an employee retiring, the employee should submit their intent to retire to their manager with a minimum of 90 days advance notice. The employee should also notify Human Resources (hr@bu.edu) which can provide a variety of resources to assist with retirement planning including individual retirement counseling, steps for preparing for retirement and retirement readiness information.  

204.3  Involuntary Termination  

An involuntary termination is when an employee is involuntarily separated from their employment with the University due to reasons other than layoff and/or reduction in force.  Supervisors must obtain approval from their respective HR Business Partner in Human Resources – Employee & Labor Relations prior to terminating the employment of employee.     

Employment terminations for cause or for any of the following reason(s) are not eligible for notice 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;   
  • Insubordination and other inability or unwillingness to adhere to work rule or conditions of employment; and  
  • Material violation of University policy, including the workplace conduct rules described in Section 401. 

204.4  Expiration of Grant and/or Contract Funded Position  

Upon hire, Boston University employees whose positions are of limited duration (because they are funded from grants and/or contracts awarded to the University) are informed of that fact. Principal Investigators (grant or contract administrators) are responsible for informing employees of changes in funding that affect their employment at Boston University.  

204.5  Abandonment of Position  

If an employee is absent from work for three (3) consecutive scheduled workdays and has not notified their supervisor of the unscheduled absence, the employee will be considered to have resigned voluntarily from the University.  

204.6  Reduction In Force  

In the event that it becomes necessary for Boston University to eliminate positions, the University will, whenever practical, eliminate open positions that result from employee turnover (attrition). Should the University find it necessary to reduce its workforce by eliminating filled positions, affected employees will be laid off in accordance with the provisions of the Severance Pay Plan.  

 

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