Jefferson Lab > COO > HR
Privacy and Security Notice

Administrative Manual - 212 Voluntary & Involuntary Separations

212.04 Severance Payments

  1. POLICY

    It is the policy of JSA that full-time and part-time regular employees, who are separated from JSA employment due to layoffs, are eligible for severance payments provided a General Release Agreement is executed in accordance with the following provisions.

  2. DEFINITIONS

    The following definitions shall apply for purposes of severance payments.

    1. Continuous Service - Service is continuous if an employee is on pay status each month without a break in service. A break in service occurs when there is a separation from Laboratory employment status.
      1. Periods of approved leave without pay of 30 calendar days or less shall count as continuous service for purpose of severance pay. Additionally, periods of at least 90 calendar days or more if approved by DOE; of approved leave without pay for military service; illness, injury compensable by Workers' Compensation or disability insurance; or assignment to another organization at the direction of the Laboratory; shall count as periods of continuous service for the purposes of severance pay. Periods on pay status before and after any approved leave without pay shall count toward the total amount of continuous service.
      2. Employees on Inactive-Disability status (see Policy 205.05) shall not accrue service credits for severance calculations.
      3. Continuous service is reestablished when an employee is rehired from preferential rehire status. The break, which occurred due to layoff, is credited toward the period of continuous service.
    2. Equivalent Job -An equivalent job is any position with the Laboratory at a beginning salary at least equal to the salary paid to the employee in the job from which that employee was laid off.
  3. ELIGIBILITY
    1. Severance payments shall be made only to regular employees who separate due to layoffs, with the following exceptions:
      1. An employee who resigns after receiving formal notification of layoff, but prior to the effective date of layoff, may be provided severance payments with the approval of the Chief Operating Officer.
      2. An employee who resigns in lieu of another employee who would have been laid off may be provided severance payments with the approval of the Chief Operating Officer. Normally, such approval shall be given only if the resignation will not have a detrimental effect on work in progress and the employee concerned had not announced plans to resign or retire prior to the announcement of a layoff within the employee's Division.
    2. Severance payments shall not be provided to an employee who transfers to another Laboratory position nor to an employee who refuses a transfer to an equivalent job within the employee's Division.
    3. A term employee is ineligible to receive severance pay and requires no notice of termination unless he/she has six months or more of service and is laid off at least six months prior to completion of the planned term of employment.
    4. Employees on Inactive-Disability status (Policy 205.05) are ineligible for severance payments.
    5. If JSA is replaced as the prime contractor at JLab, no employee who elects to remain at JLab or who is offered employment under comparable conditions by the new prime contractor shall be eligible for severance pay.
  4. LIMITATIONS
    1. Period of Employment

      Severance payments shall not extend the period of employment beyond the date of termination due to layoff.

    2. Previous Service Payment

      Severance payments made to an employee shall not include payment for any period of service for which the employee has previously received such payment.

  5. SEVERANCE PAYMENT CALCULATIONS AND METHODS OF PAYMENT
    1. Calculations
      1. The severance payment shall be made in multiples of one week's pay in accordance with the following schedule:
        SEVERANCE PAYMENT ALLOWANCE
           
        Length of Continuous Service Payment Allowance
        6 months to 2 years 1-1/2 weeks
        over 2, but less than 3 years 3 weeks
        over 3, but less than 4 years 4-1/2 weeks
        over 4, but less than 5 years 6 weeks
        over 5, but less than 6 years 7-1/2 weeks
        over 6, but less than 7 years 9 weeks
        over 7, but less than 8 years 10-1/2 weeks
        over 8, but less than 9 years 12 weeks
        over 9, but less than 10 years 13-1/2 weeks
        over 10 years 15 weeks

      2. Severance payments for part-time employees shall be calculated based on their scheduled weekly part-time salary.
    2. Method of Payment

      The employee shall receive a lump sum payment at or near the time of separation.


Return to Administrative Manual