18 | STEVENS EMPLOYEE MANUAL If an employee is considering leaving the university for any reason, the employee is encouraged to speak with their supervisor and the Division of Human Resources as far in advance as possible. Employees leaving the university voluntarily must provide two weeks’ notice in order to receive payment for accrued, unused vacation time (if otherwise eligible for such payment). Employees may only take vacation time during this two-week period with the written consent of the employee’s supervisor and the Vice President for Human Resources. Stevens may, upon the written consent of the employee’s supervisor and the Vice President for Human Resources, elect to release an employee immediately rather than require the employee to work through any notice period. In these instances, the employee will receive payment for accrued, unused vacation time (if otherwise eligible for such payment). Effective January 1, 2026, employees will receive payment for a maximum of 10 accrued, unused vacation days. Stevens is committed to upholding all applicable state requirements for any accrued, unused vacation time upon termination of employment. Employees at the director level and higher are strongly encouraged to provide at least three weeks’ notice to the university prior to departure. During any notice period, the university expects the employee’s work performance to continue at the same standards and quality level established prior to the employee’s resignation. Prior to the employee’s departure, all outstanding business activity must be reviewed with their supervisor. On the last day of work, all Stevens’ property such as keys, cell phones, electronic equipment, uniforms, files, electronic files, data and other items must be returned. Employees must complete an offboarding checklist in Workday to ensure all items are returned. 4.11 LEAVING EMPLOYMENT AT STEVENS In dealing with deficiencies in conduct and work performance, the university attempts to be fair and consistent in its treatment of employees. Many factors are taken into consideration if it becomes necessary to discipline an employee, including the nature and seriousness of the offense, the employee’s past record, the impact of behavior on the employee’s department and on the university and any mitigating or aggravating circumstances. Such decisions by the university will necessarily be fact dependent. In most cases, discipline for employees is applied in progressive steps. An employee will first be provided an oral warning, followed by a written warning, followed by potential suspension or probation, followed by termination. This procedure is not contractual in nature and does not constitute an agreement that any particular procedure will apply. Disciplinary steps may be omitted, accelerated or repeated as the university determines appropriate. If an employee’s actions are found to be sufficiently serious, the employee may be immediately terminated without any prior disciplinary steps. The purpose of disciplinary measures short of termination is corrective, to encourage employees to improve their conduct or performance so that they may continue their employment with the university. The university expects all employees to behave in a mature and responsible manner and to perform their jobs conscientiously, without the need for disciplinary action. 4.10 DISCIPLINE AND CORRECTIVE ACTION educational requirements, attendance, length of time in current position and quality of past work performance. The internal transfer process will include both internal and external reference checks. Stevens employees will be treated in the same manner as others in the applicant pool. Confidential and executive positions may be managed by a third party and, therefore, may not be posted internally. Please refer to Steven’s Internal Mobility Guidelines for more information.
