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Early Employee Termination

Scenarios

If the… Then the…
Employee terminates University employment before the obligated one year of service. Employee refunds to the University a prorated amount of the gross amount of moving and relocation reimbursements. In this situation, actual reimbursements received by employee and paid to third parties on the employee’s behalf, and all taxes deducted that relate to these reimbursements, are prorated based upon the time employed.
University required the relocation. Employee is not required to make a repayment of expenses.
University elects to terminate the employee due to unsatisfactory job performance and not due to standards-of-conduct violations. Employee is not required to make a repayment of expenses.
Employee’s termination is for other reasons beyond the employee’s control and found to be acceptable by the employing University. University can waive repayment or require prorated repayment based upon the time employed.