Leaving the U
When you resign your position and leave your job with the University, your UPlan benefits will end. When that happens, you have the option to continue coverage at your own cost through COBRA Continuation of Coverage.
However, if you leave the University through a layoff or nonrenewal of your appointment and you worked at the University for at least three years, you can continue your coverage with a contribution from the University. The contribution would be for six to 18 months depending on the number of years of employment.
Questions about Your Benefit Options?
Call 4-UOHR (612-624-8647 or 800-756-2363), select option 1, or email email@example.com.
When Benefits Coverage Ends
Your medical, dental, and life insurance coverage ends on the last day of the month in which you actively worked in a benefits-eligible position. Disability coverage ends the day after your last day of employment in a benefits-eligible position.
Federal and state laws allow you to continue your medical, dental, and life coverage at your own cost. This is called COBRA Continuation of Coverage. To qualify for COBRA:
- You must have been covered as an eligible employee or dependent on your last day of work.
- You need to complete the COBRA Request for Continuation of Coverage form (pdf) within 60 days from your last day of work.
Coverage becomes effective following the last day of your group coverage. If you wait up to 60 days before applying, you may experience a gap in coverage due to the cancellation of benefits.
Unused Vacation and Sick Time Upon Resignation
Each employee group has its own policy for paying out unused vacation hours. However, employees in any employee group are not paid for unused sick leave when they leave the University.
AFSCME Clerical or Technical
An employee who leaves University employment and still has remaining vacation available is entitled to be paid for unused vacation.
Civil service staff who leave the University with 10 or more years of service and 200 or more hours of vacation have their payout deposited into an individual, tax-free account called a Health Care Savings Plan (HCSP). Money in the HCSP can be used to reimburse post-employment health expenses.
Employees who leave University employment with fewer years of service or hours of remaining vacation are entitled to be paid for unused vacation.
An employee who voluntarily resigns will receive pay for unused, accumulated vacation, provided the employee submits written notice of resignation to the assigned supervisor at least two calendar weeks prior to the effective date of resignation.
However, employees who leave the University with 10 years or more of service and 80 or more hours of vacation have their payout deposited into an individual, tax-free account, called a Health Care Savings Plan, to be used to reimburse post-employment health expenses.
Faculty and P&A
When the employee terminates University employment, unused vacation days up to a maximum of 22 days are paid out, provided the employee has worked 67 to 100 percent time for at least eleven months and has not been terminated for cause. If the employee has not worked the required time or has been terminated for cause, the employee’s unused vacation will not vest, and the employee will have no right to payout of any vacation balance.
Access to MyU
Your Internet ID and password will remain active until December 31 of the year following your resignation. For example, if you resign on February 20, 2017, your ID and password would be effective until December 31, 2018. This will allow you continued access to MyU.
- Update your personal information. This will allow mail such as W-2 forms to reach you.
- Cancel your parking contract. Your parking contract does not automatically stop. You will be billed until you contact Parking and Transportation Services to cancel your contract.
- Forward your University email account. You will be able to access your email account for two weeks after your department enters your termination.
if you have received a layoff or non-renewal, you need to decide whether or not to participate in the programs. In exchange for participating in the program, you waive certain rights under your employee group and agree not to reapply or be rehired for University employment for a period equal to the number of weeks of severance paid, beginning on the first day of non-employment.
Eligibility for the layoff or non-renewal programs depends on which employee group you belong to. Review your specific policy for your employee group, including contacts, definitions, procedures, and the forms and instructions that are needed.
- Non-Renewal Program for Academic Professional and Administrative Employees
- Layoff Severance Program for Civil Service & Union-Represented Staff Employees
Severance Pay Subject to Payroll Taxes
Please note that if you participate in the layoff or non-renewal program, the lump-sum severance payment is subject to payroll taxes with some taxes withheld at the supplemental wages tax rate. This payment cannot be placed into the Optional Retirement Plan or Section 457 Deferred Compensation Plan.
Continuing Your Benefits
If you choose to participate in the layoff or non-renewal program, the University will contribute toward the cost of your medical or dental coverage for the period shown in the chart below. The contribution is based on your work location and permanent address on your last day of employment.
Full Years of Continuous Service
Period of University Contribution
Less than 3 years
University will NOT contribute
3 through 4 years
University will contribute for up to 6 months
5 through 9 years
University will contribute for up to 12 months
10 years and over
University will contribute for up to 18 months
Your benefits available under COBRA run concurrently with the benefits extended under the layoff or non-renewal program.
If you choose not to participate in the layoff or non-renewal program or if the University contribution period is less than 18 months, you can continue your medical, dental, and life insurance benefits for up to 18 months through COBRA continuation coverage by paying the full cost plus a 2% administrative fee.