Managing Separation and Termination in Higher Learning Institutions

Running head: MANAGING SEPARATION AND TERMINATION 1
Managing Separation and Termination
Student’s Name:
Institution’s Name:

MANAGING SEPARATION AND TERMINATION 2
Institutions of higher learning acknowledges the input of the university staff towards the
achievement of its objectives and goals in the core areas of the university. It is also the
responsibility of the university to protect the employees by avoiding redundancy at all cost or
managing it with utmost fairness and sensitive if at all redundancy occurs and it could not be
prevented, because the university is facing some challenges that may lead to redundancy. The
redundancy policy enables the institution to avoid redundancies or to minimize the impact of
such when it occurs.
The redundancy policy contains important provisions that should be referred to in an event or
occurrence of redundancy at the work place. The policy should include the following
components:
1. Background information.
The policy is developed to support the specification that pertain to transfers, dismissal and
Voluntary early retirement at Australian University for employees who are protected by the
employment agreement in the institution. The Redundancy policy applies to all staff members
that have an employment contract with the institution.
2. Policy Statement.
The university extremely esteems its employees and is devoted to ensuring the job security and
where possible growing its staff by offering opportunities for promotion to its employees.
When there is need to reduce the university workforce, the exercise will occur through voluntary
measures and the involuntary redundancies will play last.

MANAGING SEPARATION AND TERMINATION 3
Whenever possible, in order to avoid the redundancy notification, the institution may consider
the right to transfer an affected employee to a position that suits them in compliance with the
staff agreement and the redundancy policy. The policy will be effective in the management of
termination, transfers, giving up work and retrenchment.
3. Policy Purpose.
The policy enlightens the employees of the procedure and their rights to use in instances where
the institution declares that their services are not required anymore.
4. Application of the policy.
This component shows to who the policy is applicable and reasons that may necessitate
redundancy and other important subsections.
4.1 Staff Covered by Policy.
The policy applies to the staff that are permanently employed in the organization.
4.2 Reasons for Redundancy.
Redundancy occurs when the institution states that it no longer requires a certain position in the
university. The reasons for such decisions may be due to specific economic challenges being
faced by the institution or the transfer of the position to another affiliate university.
4.3 Formal Notice of Redundancy.
In situation where the institutions unable to provide transfers, it is tasked with the responsibility
to issue a formal notice to the affected staff members. The notice should be issued according to
the number of years the employee has worked for the organization.