As You Prepare to Leave FAU

��

As You Prepare to Leave FAU

An employee who wishes to resign has the professional obligation, when possible, to provide the University a written letter of resignation with at least 2 weeks’ notice prior to departure
All employees leaving the University must return all University property in their possession to their supervisor/designee (i.e., keys, building access card, cell phone, P-card, Laptop). ��Delay in returning University property may result in delays or non-payment of leave payouts.��
Ensure that all outstanding debts to the University are satisfied (i.e., return any library books you may have checked out, pay parking fines, etc.). The University reserves the right to deduct any amount owed to the University from any funds that may be due.
Ensure the date of resignation is not on a holiday as per Personnel Policies 7.5.7.D4. If the employee resigns on an established or designated holiday, the employee’s last day of work will be the day prior to the holiday.
Leave Payout – As per Personnel Policies, 7.5.7.G5: An employee who separates from employment shall be paid up to a maximum payout allowed for the pay plan, unless otherwise specified in the employment offer letter or as agreed in writing between the University and the employee.
Leave payout(s), if eligible, typically occur 2-3 pay periods after the employee receives their final pay and all applicable departments complete their termination business process steps. The payment is generally paid via direct deposit, or a check mailed to the employee’s address on file if the direct deposit information is no longer in Workday.
Employees should ensure their home address in Workday is current.
All employees who separate from the University are encouraged to complete an exit interview survey and/or request an exit interview through Employee Relations. To schedule a personal exit interview, please contact Employee Relations at emprels@fau.edu. You will also be emailed an Employee Exit Interview Survey to complete.
Employees will no longer have access to Workday after their last day of work at FAU.
The final paycheck will be a direct deposit, or it may be mailed to the home address you have on file with the University.
Employees who are terminated for cause, are not eligible for an annual leave payout.
Employees who are terminated for cause are eligible for one fourth of their unused sick leave up to a total of 480 hours if they have 10 or more years of continuous service in an accrual eligible position at FAU.

Frequently Asked Questions

Who will receive a leave payout?

Employees will receive leave payouts as specified in the FAU Personnel Policy 7.5.7.G /policies/documents/files/7-5-personnel.pdf .

Support Personnel (SP) employees must successfully complete the probationary period (6 months) to receive an annual leave payout.

No employee who has been terminated for cause, separated due to job abandonment, or resigned in lieu of termination is entitled to a payout.

Employees who have a signed offer letter or contract stating that they will not be eligible for any leave payout upon termination or separation are not entitled to a leave payout.

Once the maximum payout has been paid, no further payouts may occur regardless of re-employment. ��

Annual Leave:

AMP and 12 Month Faculty will be paid for any accrued unused vacation up to a lifetime maximum of 352 hours.

College of Medicine 12 Month Faculty will be paid for any accrued unused vacation up to a lifetime maximum of 176 hours (per COM Handbook).

Executive Service will be paid for any accrued unused vacation up to a lifetime maximum of 480 hours.

SP will be paid for any unused accrued vacation up to a lifetime maximum of 240 hours.

Sick Leave:

To be eligible for sick leave payout, you must be with the university for 10 or more years of continuous service in an accrual-eligible position at FAU. Sick leave is paid at the rate of one fourth of accrued sick leave up to a maximum of 480 hours.

Employees with pre-1973 sick leave will be paid at the rate of one-eighth.

I don’t have access to Workday, and I need to change my address

Please get in touch with your HR Partner in your department to change it.�� If you do not know who your HR Partner is then email Employee Relations at�� emprels@fau.edu ��to find out who is your HR Partner.

I don’t have access to Workday, and I need to obtain my paystub(s).

��

Important Benefits & Retirement information

Group Insurance

Insurance benefits end the last day of the month following the month that your last day of employment occurs. For example, if last day is June 3, 2022, your group health benefits end July 31, 2022.

You are responsible for any outstanding premiums, and it can be mailed to People First directly:

People First
P.O. Box 5437
Tallahassee, FL 32314-5437

Any mailed payment should include your People First identification number.

People First Portal:

People First Customer Support: 866.663.4735

��

Cobra Health Insurance

Individual Monthly Coverage (Non-Medicare):

PPO/HMO Standard Rate: ��$912.72
PPO/HMO HDHP Rate: ��$834.52

Family Monthly Coverage (Non-Medicare):

PPO/HMO Standard Rate: ��$2,054.48
PPO/HMO HDHP Rate: ��$1,851.47

Visit the website for more information:

��

Retirement Benefits

Division of Retirement

MyFRS Financial Guidance – 866.446.9377
FRS Pension & Investment�� - 844.377.1888
SUSORP – 877.378.7677

��

Important: FRS Re-employment and Renewed Membership Limits��(As of July 1, 2010)

Pension

You become a Pension Plan retiree when you:

Terminate employment with all FRS employers, and
Cash or deposit an FRS Pension Plan benefit payment.

You are considered retired as of your effective retirement date.

If you participated in the Deferred Retirement Option Program (DROP):

Your effective retirement date is your DROP begin date, and
The calendar month following your DROP termination date begins your required reemployment waiting period.

During the first six (6) calendar months after your effective retirement date (or DROP termination date):

You may not be employed by or provide services to any FRS employer in any capacity.
Returning to FRS employment during this period will void your retirement.
If your retirement is voided:
- You and the FRS employer may be required to repay all benefits received, including any DROP payout.

Beginning in the seventh calendar month following retirement:

There are no restrictions on working for an FRS employer.
You will continue receiving Pension Plan benefits without interruption.
You will not be required to repay prior benefits.

Additional Important Rules

You cannot rejoin the FRS, regardless of when you return to work.
You are not eligible to earn additional benefits under:
- The FRS Pension Plan, or
- Any state‑administered defined contribution plan.
Working for a private employer or a non‑FRS public employer does not affect your Pension Plan benefits.
This exception does not apply to disability retirees (see below).
If you receive FRS disability benefits, returning to work for any employer—FRS or non‑FRS—will result in termination of disability benefits.
Volunteer services that meet the requirements of section 121.091(15), �̲�ֱ�� Statutes, do not constitute employment by an FRS employer.

Investment

You are considered an Investment Plan retiree once you:

Terminate employment with all FRS employers, and
Take a distribution of any kind from your Investment Plan account.

If you return to FRS employment within six (6) calendar months of the month you took your Investment Plan distribution or rollover:

You (and possibly your employer) may be required to repay any distributions received.
Any ongoing distributions may be temporarily suspended.
If you have already been rehired, you must terminate employment again and return only after completing the six‑month waiting period.
You must notify the Investment Plan Administrator of your reemployment by calling the MyFRS Financial Guidance Line at 1‑866‑446‑9377 (Option 4).

Beginning with the seventh calendar month following retirement:

There are no restrictions on working for an FRS employer.
You will not be required to repay prior distributions.
You may continue receiving Investment Plan distributions without interruption.

If you return to FRS‑covered employment after taking an Investment Plan distribution:

You will be considered a reemployed retiree (renewed member).
You are required to participate in the FRS Investment Plan.
You are not eligible to:Join the Pension Plan
Participate in DROP
Receive disability benefits
Use the second election to switch plans

Additional Important Rules

Employment with a private employer or a non‑FRS public employer will not affect your Investment Plan distributions.
This exception does not apply to individuals receiving FRS disability benefits.
Investment Plan retirees receiving FRS disability benefits may not be employed by any employer, including private employers.
Returning to work will result in termination of disability benefits.
Volunteer services that comply with section 121.091(15), �̲�ֱ�� Statutes do not constitute employment with an FRS employer.

State University System Optional Retirement Program (SUSORP)

To begin receiving a retirement benefit under SUSORP, an employee must:

Terminate all employment relationships with all �̲�ֱ�� Retirement System (FRS) employers, including all State Universities
- Employees with dual employment must terminate from all positions, including positions that are not directly FRS‑covered.
Cease providing services to all FRS employers for three (3) full calendar months.

An employee is considered a retiree only after:

Completing the required termination period and
Taking a distribution from their SUSORP account.
- Receiving only a Required Minimum Distribution (RMD) or a refund of voluntary SUSORP employee contributions does not meet the definition of retirement.

During the first six (6) calendar months following the distribution date (excluding the distribution month), the retiree may not:

Be employed by, or
Provide services to any FRS employer in any capacity.

Any employment or service during this six‑month period will void the retiree’s retirement benefits.

Beginning with the seventh calendar month following the SUSORP distribution date, there are no restrictions on reemployment with an FRS employer.

Flexible Spending Account (FSA) & Dependent Care

Employees enrolled in FSA or Dependent Care may submit claims for services until the end of their insurance coverage.

Employees who enrolled in voluntary or legal benefits have the option to continue these benefits after separation of employment. For information regarding how to maintain these benefits after separation, please contact the vendors directly.

�̲�ֱ��