Supervisor Responsibilities
Voluntary Resignation
Submit the following documents to HR as soon as you receive a notice of resignation, but no later than five business days prior to the date of separation. If the employee resigns without providing advanced notice, send the documents to HR as soon as you are aware that the employee is not returning. These timelines allow HR and Payroll adequate time to process the paperwork and pay in accordance with California Labor Code requirements. Failure to submit the information to HR within the above specified time frame may result in penalties being assessed to the project per California Labor Code.
- Benefited Termination Checklist (PDF) or Non-Benefited Termination Checklist (PDF) - Complete Section 1
- Personnel Action Form(opens in new window) signed by supervisor
- Resignation Letter (or email correspondence with the employee indicating reason for leaving)
- Final Timesheet(opens in new window) signed by supervisor and employee
End of Project Work
If the employee will no longer work on a project or the project funding ends, the Supervisor must submit a PAF showing Termination of Employment along with all termination documents (as listed above) to CSE HR/Payroll as soon as the information becomes available.
Involuntary Termination
Supervisors must consult with CSE Human Resources if they are considering involuntary termination of employment.
- Change in Relationship Notice (PDF) is required
Human Resources Responsibilities
If an employee remains active in the HR and Payroll system for a period greater than 12 months without receiving pay, his/her employment record will be terminated. This allows for the cyclical nature of grant and contract work while maintaining system access only for those who truly need it.