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Ending Employment


Termination of employment can occur when:

Only an individual with the delegated authority, the "appointing authority," may terminate the employment of a classified or professional staff employee (other than those professional staff employees in limited term hourly-paid appointments). Appointing authorities are typically deans, vice presidents, medical center CEOs, other individuals with comparable positions, or other individuals who have received a properly documented delegation of authority to act on behalf of the appointing authority.

In general, termination of employment will require that the individual recommending an employee's termination write to the appointing authority explaining the reason(s) for termination. "As soon as you have reason to believe that you may need to terminate an individual's employment, you should talk with your unit's Human Resources Consultant (HRC) who will help you evaluate the circumstances to determine appropriate action with respect to the particular situation and the individual's employment program.

If termination is necessary, your HRC will ensure that the process is completed as required.


When termination is necessary, the manager should review the separating employee checklist - (pdf) to ensure that all required actions are completed.

Advise your employee to contact Benefits for assistance with questions about benefits and health insurance continuation. UW-paid medical and dental coverage ends at midnight on the last day of the month of termination from a benefits eligible position, as long as the employee was paid for at least eight hours that month. Employees can learn about the federal COBRA law that allow insurance continuation by self-payment of premium for up to 18 months after termination. The COBRA enrollment form and rates are available to download online.

Consider referring an employee facing termination to UW CareLink, the UW's employee assistance program, which offers professional counseling for up to three sessions per concern.