Appendix N: Faculty Severance Pay and Benefits
Severance pay and benefits are provided to a faculty member in the months following termination due to program changes or financial exigency as defined by the Faculty Termination Policy (see 3.1.5.9.1 Reason for Termination). The intent of these severance provisions is to give personal and professional assistance to aid in the faculty member’s resulting transition.
If a faculty member is terminated due to program changes or financial exigency (3.1.5.9.1 Reason for Termination), severance pay and benefits for that faculty member are provided as outlined below. The following is a clarification of the benefits afforded to terminated faculty that are in excess of standard termination benefits for non-faculty employees.
- Non-tenured faculty members with less than three years of service at WWU will receive a single payment in accordance with NAD Working Policy Y 36 “Termination Settlements.
- Non-tenured faculty members (including tenure-track faculty members) with three or more years of service will receive one month of compensation for every two years of service, up to a maximum of seven (7) months of pay.
- Tenured faculty with three or more years of service will receive one month of compensation for every year of service, up to a maximum of seven (7) months of pay.
- One-time payments will be made (based on the new fiscal year pay level), and they will be issued within 30 days following the date of termination. Upon request, the payment may be divided over two calendar years subject to specifics in the Separation Agreement and Release.
SEVERANCE BENEFITS FOR TENURED FACULTY
Health Care Coverage
Beginning on the date of termination, the faculty member will be eligible for up to 60 days of continued health care coverage as allowed by Walla Walla University’s medical insurance plan. After 60 days, the Human Resources department will direct the faculty member to state and/or federal resources that provide aid in securing a health insurance plan through the healthcare exchange program.
Educational Subsidy
- Primary/secondary school - Beginning on the date of termination, the faculty member will be eligible for the educational subsidy until the end of the academic year for children who were enrolled at the time of final notification.
Example
The faculty member receives final notification of termination decision on January 31. He/she has child(ren) enrolled in primary/secondary school at time of notification. The tuition assistance of the child(ren) will end once the spring term of the current academic year is concluded, or upon the date of termination, whichever is later.
- College/university - For students attending WWU, the educational subsidy will continue until the end of the academic year following the date of final notification (excludes summer). The student must be enrolled at WWU at the time of final notification. For students already attending other colleges and universities, including other SDA institutions, the subsidy will expire at the end of the academic year that includes the date of final notification.
Example
The faculty member receives final notification of the termination decision on January 31. He/she has a child enrolled in WWU and at Andrews University at the time of notification. The date of termination is July 1, 2020. The faculty member’s child at WWU will continue to be eligible for subsidy until the end of the 2020-21 academic year following the date of termination. The faculty member’s child attending Andrews University will be eligible for subsidy until end of the 2019-2020 academic year or July 1, 2020 (whichever is earlier).
Free Tuition
In the two (2) academic years following the date of termination, the faculty member is eligible for free tuition for undergraduate credits at Walla Walla University not to exceed a total of ninety-six (96) credits. The faculty member may share credits with his/her spouse.
Moving Allowance
In the twelve (12) months following the date of termination, the faculty member is eligible for assistance with moving expenses for one (1) move not to exceed one-sixth of his/her annual salary for the twelve (12) months leading up to the date of termination. If the move is to new employment and the new employer has a practice that covers the cost of the move, the faculty member will not be eligible for a moving allowance.
The severance provisions within this document will be contingent upon signing a Separation Agreement and Release, which defines the terms and conditions of a specific termination in accordance with this policy. Faculty members with questions about severance pay or benefits are encouraged to contact the Human Resources Department. Additional details about severance provisions and other employee benefits will be discussed during an exit interview on or around the date of termination.
SEPARATION AGREEMENT AND RELEASE
The severance provisions within this document will be contingent upon signing a Separation Agreement and Release which defines the terms and conditions of a specific termination in accordance with this policy. Faculty members with questions about severance pay or benefits are encouraged to contact the Human Resources Department. Additional details about severance provisions and other employee benefits will be discussed during an exit interview on or around the date of termination.
OTHER BENEFITS (TENURED AND NON-TENURED)
Retirement Contribution
Employer and employee contributions to the retirement savings account end upon the date of termination. Severance payment(s) are not eligible for retirement contribution.
Unamortized Moving/Education
The faculty member’s unamortized moving expenses, and educational expenses (including doctoral degree repayment contracts), are forgiven.
Immigration Sponsorship and Expenses
The faculty member’s immigration sponsorship expenses are forgiven, and legal assistance shall be provided in determining the impact of termination on immigration status.
OTHER FORMS OF SEPARATION
For Cause
Except in unusual circumstances as determined by the university administration, in conjunction with legal counsel, severance pay and benefits will not be given to a faculty member who is terminated for cause (3.1.5.9.1 Reason for Termination).
Retirement and Resignation
Severance pay and benefits will not be given to a faculty member whose employment ends due to retirement or voluntary resignation.