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Retirement/Resignation


Termination vs. Layoff

Termination from employment is an altogether different separation process than retirement/resignation, and usually involves involuntary separation.  If termination of an employee is required, it is critical that departments work with Human Resources BEFORE taking action.  The following chart provides general information for each.  Specific details are provided upon consulation with the Human Resources Department.

Termination   Layoff
  • Department must consult with Human Resources before meeting with employee.
  • Notice given based upon employee classification and years of service.
  • HR will assist with documentation requirements, as well as final notification meeting. 
  • Reason(s) for termination will determine benefits (unemployment, references, re-employment).
  • Department should go through exit checklist as part of notification.
 
  • Department must notify HR for positions identified for layoff based upon elimination of function vs. loss of funding.
  • For nonexempt staff, HR will complete seniority calculation (if required).
  • Department Head or designee will meet with employee(s) to provide period of notice.  HR will be available to attend.
  • HR will meet with affected staff to outline transition benefits (health, retirement, unemployment, leave, etc.).
  • Department should go through exit checklist as part of notification.