Student employees are expected to advise their supervisors in writing when they are voluntarily leaving ASUCLA’s employment, and are asked to provide as much advance notice of their resignation as possible.
Students who fail to advise their supervisors of their resignation will be considered to have abandoned their job and will be ineligible for reemployment with ASUCLA at any time in the future.
On receiving an employee’s verbal notice of resignation, supervisors should:
Student employees are encouraged to provide their supervisors with as much advance notice of their resignation as possible. 2 weeks’ advance notice is desirable.
A determination may be made that it is in the best interests of ASUCLA to separate the employee prior to the requested last day of work.
Employees are expected to maintain satisfactory performance and conduct after giving notice of their resignation, and must continue to adhere to ASUCLA policies and procedures. Failure to do so will result in immediate release or dismissal.
An employee may be medically separated when unable to perform essential, assigned job functions due to a disability or medical condition. Prior to medical separation, ASUCLA will engage in the interactive process.
The determination to medically separate an employee may be based on:
For disabilities and medical conditions that are not work-incurred, an evaluation of whether or not to medically separate will occur when an employee has been on medical leave for 6 months.
Employees will not be separated under this policy while on sick leave or extended sick leave. However, employees may be separated for medical or other reasons if the separation date was set prior to the commencement of sick or extended sick leave, and if they are afforded all rights provided by their retirement system.
Proof of the employee’s disability or medical condition is required and is subject to verification by an ASUCLA-appointed healthcare provider. ASUCLA shall pay the costs of any medical examinations requested or required for the medical separation.
Employees receive advance written notice of ASUCLA’s intent to medically separate, which specifies:
Employees receive written confirmation of the medical separation and notice of right to appeal after responding to the written notice of intent to medically separate, or 8 days after the written notice of intent to medically separate was issued.
The written confirmation of medical separation addresses:
An employee may be selected for a position without the requirement that the position be posted for a period of 1 year following medical separation.
ASUCLA student employees are involuntarily separated from employment under the following circumstances:
Student employees of ASUCLA may be released at any time at the discretion of the Association.
The following lists some examples of grounds for immediate dismissal (this list is not intended to be all inclusive):
Employees who are involuntarily separated from ASUCLA employment receive written confirmation of the separation, which addresses:
Employees involuntarily separated for misconduct or unsatisfactory performance reasons will be ineligible for rehire at ASUCLA.
This policy applies also to individuals in stipend assignments at ASUCLA.
A student employee who ends their employment with ASUCLA shall be paid their final paycheck on the biweekly paycheck following their separation date.
Final pay checks for student employees will be available in the Payroll Department.
If a student employee is terminated by ASUCLA, their final paycheck will be paid on the last day worked.
If the student employee was terminated while on investigatory leave, the final paycheck will be sent to the employee by certified mail at the time of termination.
This policy also applies to individuals in stipend assignments at ASUCLA.
Prospective employers seeking verification of your employment with ASUCLA should be referred to the Human Resources Division at (310)825-7055.
Without express written authorization from you, the only information released will be: