There are several ways that faulty and staff members may leave the University. Each way is discussed below. In each case the faculty or staff member must process out. This is accomplished by using the termination checklist form and contacting all the offices listed to ensure all accounts are closed, items such as keys and equipments are turned into the appropriate unit, and health insurance issues under COBRA are resolved. Failure to checkout properly may delay the delivery of a final paycheck and may be noted in the individual’s permanent personnel file. Unpaid charges (lost keys, non-returned library holdings, etc.) will be charged back to the faculty or staff members department.

Faculty and staff members voluntarily terminating their employment should follow the appropriate procedure listed below:

1. Staff.  Staff members wishing to terminate employment with the University should give at least two (2) weeks [preferably four (4) weeks] advance written notice of intention to resign. This notice should be given to their supervisor with a copy to the Office of Human Resources. Staff members who voluntarily terminate employment with proper advance notice, and whose work record has been satisfactory, may be considered for reemployment at a later date, either in the same or another department on campus. All voluntary termination notices should be submitted in writing to the immediate supervisor and then forwarded to the Office of Human Resources.

If a staff member voluntarily terminates employment with two weeks written notice, he/she will be paid for any unused vacation time (not to exceed 30 days). If a staff member does not provide two weeks’ notice of voluntary termination, the staff member will not be paid any vacation time.

2. Faculty. Faculty members leaving the University should only leave at the end of a semester if they have teaching responsibilities. In any case, sufficient notice should be given to allow replacement instructors to be located before leaving the University.

A SAU faculty or staff member who has had ten years of service and who is at least 55 years of age may elect early retirement at the end of a contract or fiscal year or other time approved by the president with the following benefits:

1. Health Insurance Options (depending on age and years of service):
   1. Each option ends at age 65, or the age for Medicare to begin. If this Medicare policy changes, the early retirement plan will be updated to reflect age changes in Medicare eligibility.

Option A:        A retiree from age 55-61 may remain a member of the health insurance group until age 65 with the premium paid by the retiring faculty or staff member.

Option B:        A retiree (at age 62 or after, up to 65) may remain a member of the health insurance group, and the University will contribute to the health insurance plan of the retiree a monthly matching amount up to $504 per month.

Option C:        A retiree whose age (55-65) and years of service (minimum of 10) total 75 or more may remain a member of the health insurance group, and the University will contribute to the health insurance plan of the retiree a monthly matching amount up to $504 per month.

1. 1. With each of the above options, a retiree may continue to provide coverage for the spouse or other dependents at the retiree’s expense until the spouse reaches age 65. Other dependent coverage may be maintained as provided in the health insurance contract. They will be required to pay the full cost of the Employee/Dependent Plan less $504 per month. If the spouse/dependents want to continue their coverage after the retiree leaves the plan, they will be required to pay the full cost of the plan.
   2. For a Retiree After June 30, 2014
      1. The retiree will receive a monthly matching amount of $504 a month to offset the charges for continuing their health insurance in retirement.
      2. If that retiree wants to continue the coverage for their spouse, then they will be required to pay the full cost of the employee/spouse plan less $504 a month. If the spouse wants to continue the plan after the retiree leaves the plan, they will be required to pay the full cost of a single plan.
2. Retiree Group Insurance Option – For retirees in the 3/8 time plan or the less than ½ time appointment. SAU will contribute toward a Medi-gap policy. Contact the Office of Human Resources for specific amounts. No other healthcare benefits are available.
3. Life Insurance – A retiree may remain a member of the University’s group life insurance plan until age 70. The faculty or staff member will pay the cost of this insurance. Coverage will $50,000 and subject to all other limitations of the policy covering the University, such as reduction of benefits at a specific age, currently 35% reduction at age 65.
4. Admission to University Events – A retiree on request will be issued an identification card which will permit entry to University-sponsored events on the same basis as current faculty and staff.
5. Library – A retiree retains the same library privileges as current faculty and staff.
6. Parking Permits – A retiree may contact the Business Office for parking permits at no cost.

Non-Exempt Staff

Non-exempt staff may be terminated for unsatisfactory performance, acts of dishonesty, chronic absenteeism (includes chronic tardiness), acts of bad conduct or when it is in the best interest of the University to end the employment relationship (this employment at will privilege may be exercised by a staff member under voluntary termination).

2. Exempt Staff

Exempt staff are subject to the same provisions of non-exempt staff subject to any contract for a specific term.

3. Faculty

Faculty should refer to the section on Termination of Appointment, Dismissal Review, and Dismissal Appeals in the Faculty Handbook, Appointment, Tenure, and Promotion Guidelines.

Upon termination, resignation, retirement, or other action by which a person ceases to be an active faculty or staff member of SAU, the amount due to the staff member from accrued and unused annual leave and holidays will be paid in a lump sum. The amount will not exceed 240 hours annual leave.  No faculty or staff member receiving additional compensation shall return to state employment until the number of days for which he/she received the lump sum compensation for annual leave has expired. Employees are not entitled to payment for accrued and unused sick leave when they terminate their employment except as follows:

1. Upon retirement or death, any employee, or beneficiary of any employee, of any agency of the state of Arkansas and non-exempt employees of state-supported institutions of higher learning shall receive compensation for accumulated unused sick leave as follows:
   1. If the employee has accumulated at least fifty (50) days, but less than sixty (60) days of sick leave, the employee shall receive an amount equal to fifty percent (50%) of the number of accrued sick leave days (rounded to the nearest day) times fifty percent (50%) of the employee’s daily salary.
   2. If the employee has accumulated at least sixty (60) days, but less than seventy (70) days of sick leave, the employee shall receive an amount equal to sixty percent (60%) of the number of accrued sick leave days (rounded to the nearest day) times sixty percent (60%) of the employee’s daily salary.
   3. If the employee has accumulated at least seventy (70) days, but less than eighty (80) days of sick leave, the employee shall receive an amount equal to seventy percent (70%) of the number of accrued sick leave days (rounded to the nearest day) times seventy percent (70%) of the employee’s daily salary.
   4. If the employee has accumulated at least eighty (80) days, but less than ninety (90) days of sick leave, the employee shall receive an amount equal to eighty percent (80%) of the number of accrued sick leave days (rounded to the nearest day) times eighty percent (80%) of the employee’s daily salary.
2. For purposes of this section, the employee’s daily salary shall be determined by dividing the annual salary by two hundred and sixty (260).
3. In no event shall an employee, or beneficiary, receive an amount that exceeds seven thousand five hundred dollars ($7,500) upon retirement, or death of an employee, due to the provisions of this section.

This act eliminates mandatory retirement.

The Board of Trustees authorized the nomination of individuals for emeritus status who have provided lengthy and excellent service to Southern Arkansas University.  The following criteria shall be used as a guide:

1. Service at Southern Arkansas University for an extended period of time normally 20 years with at least 10 of the years at the rank (or equivalent rank) of director, dean, vice president, or president.
2. A documented record of excellent service to the University.
3. Written nominations from two current University employees.
4. Individuals considered for emeritus rank must be in retired status at least six months prior to nomination.  Those in modified retirement (3/8 load) will not be eligible for consideration until six months after they have entered full retirement.

Written nominations will be sent to the Office of the President during the spring semester of each year.  Nominations will be reviewed and recommendations made by the vice president’s council.  The University Promotion and Tenure Council will be informed of the list of nominees recommended for emeritus status and allowed to make written comments to the president.  The recommendations will then be reviewed by the president, with the final decision made by the SAU Board of Trustees.