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REQUIREMENTS AND POLICIES MANUAL

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Pay at Separation

    Title:

    Pay at Separation

    Publication date:

    1/2/2012

    Effective date:

    1/3/2011

    BRIEF

    Policy Summary

    Berkeley Lab provides terminal pay for employees who are separating from Laboratory employment. Terminal pay includes payment for salary and wages for work performed through the effective time and date of termination and payment for vacation credit, if applicable, up to the maximum possible credit for the employee's job classification and length of service.

    Who Should Read This Policy

    • This policy applies to all employee classifications: Career, Term, Postdoctoral Fellow, Limited, Visiting Researcher, Faculty, Rehired Retiree, Graduate Student Research Assistant (GSRA), and Student Assistant.
    • This policy applies to nonrepresented employees. Represented employees should consult their collective bargaining agreement (CBA).

    To Read the Full Policy, Go To:

    The POLICY tab on this wiki page

    Contact Information

    For more information, contact your division's Human Resources (HR) Center.
    Feedback on HR policies or procedures is welcomed. Send comments to HRpolicies@lbl.gov.

    Title:

    Pay at Separation

    Publication date:

    1/2/2012

    Effective date:

    1/3/2011

    POLICY

    A. Purpose

    Lawrence Berkeley National Laboratory (Berkeley Lab) provides terminal pay for employees who are separating from Laboratory employment. Terminal pay includes payment for salary and wages for work performed through the effective time and date of termination and payment for vacation credit, if applicable, up to the maximum possible credit for the employee's job classification and length of service.

    B. Persons Affected

    • This policy applies to all employee classifications: Career, Term, Postdoctoral Fellow, Limited, Visiting Researcher, Faculty, Rehired Retiree, Graduate Student Research Assistant (GSRA), and Student Assistant.
    • This policy applies to nonrepresented employees. Represented employees should consult their collective bargaining agreement (CBA).

    C. Exceptions

    Request for exceptions that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. A request for an exception to policy requires, at minimum, Chief Human Resources Officer (CHRO) approval.

    D. Policy Statement

    1. Vacation Pay
      1. See Vacation Leave Policy / Payout of Vacation Credit 
      2. See Shift Differentials and Call-in Pay
    2. Sick Leave Accrual/Transfer Sick Leave
      1. Employees are not paid for accrued sick leave on termination from the University of California (UC) system.
      2. See Sick Leave/Transfer and Reinstatement of Sick Leave for information on transfer sick leave to another UC location.

    E. Roles and Responsibilities

    Role

    Responsibility

    Chief HR Officer (CHRO)

    Has the functional responsibility for this policy

    Employees

    Have the responsibility to adhere to the provisions of this policy

    HR Department

    Has the responsibility to advice management and employees on how to comply with this policy

    LETS Timekeepers

    Has the responsibility to follow procedures in support of this policy

    Managers and Supervisors

    Have the responsibility to adhere to the provisions of this policy

    Payroll

    Has the responsibility to develop procedures in support of this policy

    Roles, responsibilities, authority, and accountability are documented in applicable procedures listed in Section H below.

    F. Definitions/Acronyms

    Term

    Definition

    CBA

    Collective bargaining agreement

    CHRO

    Chief Human Resources Officer

    UC

    University of California

    G. Recordkeeping Requirements

    Role

    Responsibility

    Human Resources Department

    Will maintain employment records

    Office of the Chief Financial Officer (OCFO) - Payroll

    Will maintain records of employee's time and salary and wage payments

    H. Implementing Documents

    none

    I. Contact Information

    For more information, contact your division's Human Resources (HR) Center.
    Feedback on HR policies or procedures is welcomed. Send comments to HRpolicies@lbl.gov.

    J. Revision History

    Date

    Revision

    By whom

    Revision Description

    Section(s) affected

    Change Type

    1/2/2012

    1

    M. Bello

    Rewrite for wiki

    all

    Minor

    DOCUMENT INFORMATION

    Title:

    Pay at Separation

    Document number

    02.12.003.000

    Revision number

    1

    Publication date:

    1/2/2012

    Effective date:

    1/3/2011

    Next review date:

    1/3/2014

    Policy Area:

    Separation

    RPM Section (home)

    Human Resources

    RPM Section (cross-reference)

    Section 2.06(C,G,I)

    Functional Division

    Human Resources

    Prior reference information (optional)

    RPM Chapter 2.06(C)

    Source Requirements Documents

    • California Labor Code Section 201 and 227.3
    • California Labor Code Section 202, (72 hours notice)
    • DOE Contract DE-AC02-05CH11231, Mod No. M046, Sec.J, App. A, Advance Understandings on Human Resources
    • DOE FAR 31.205-6(g), Compensation for Personal Services (Severance)
    • University of California Personnel Policies for Staff Members (PPSM) 60, Layoff and Reduction in Time from Professional and Support Staff Career Positions

    Implementing Documents

    none

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