New-Termination-and-Leave-Codes---West-campus--Arizona-State-

							HRMS LEAVE REASON CODES as of 01/01/2007

DRAFT
HRMS PS Action PS Reason PS Eff Date PS Status PS Long Description PS Short Description EMPLMT STAT HRMS LOA Code HRMS DESCRIPTION

PLA PLA PLA PLA PLA PLA PLA PLA PLA PLA PLA PLA PLA PLA ULA ULA ULA ULA ULA ULA ULA ULA ULA ULA ULA

ADM FMM FMF FMP FMW FEX MED MIL MIR GPT PER SA1 SA2 WKC ADM EDU FMM FMF FMW FEX MED MIL MIR PER WKC

1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901 1/1/1901

A A A A A A A A A A A A A A A A A A A A A A A A A

Administrative Admin FMLA - Employee Medical Medical FMLA - Family Member Family FMLA - Parental Parental FMLA - Worker's Comp Wrkrs Comp FMLA Exhausted - Employee or Family Exhausted Medical (not eligible for FMLA) Medical Military Service - Active Duty Military Military Service - Reserves Reserves Parental - Graduate TA/RA Only Ext Parent Personal Personal Sabbatical - 1 Semester (Reqs Provost Approval) 1 Sem Sabb Sabbatical - 2 Semesters (Reqs Provost Approval)2 Sem Sabb Workers' Comp - Non-FMLA or Exhausted Wrkrs Comp Administrative Admin Education Education FMLA - Employee Medical Medical FMLA - Family Member Family FMLA - Workers' Comp Wrkrs Comp FMLA Exhausted - Employee or Family Exhausted Medical (not eligible for FMLA) Medical Military Service - Active Duty Military Military Service - Reserves Reserves Personal Personal Workers' Comp - Non-FMLA or Exhausted Wrkrs Comp

P P P P P P P P P P P P P P L L L L L L L L L L L

2A 20 21 22 23 24 26 2B 2C 27 2D 2E 2F 25 3A 3B 31 32 33 35 30 3C 3D 3F 34

Paid - Administrative Paid - FMLA - Employee Medical Paid - FMLA - Family Member Paid - FMLA - Parental Paid - FMLA - Worker's Comp Paid - FMLA Exhausted - Employee or Family Paid - Medical (not eligible for FMLA) Paid - Military Service - Active Duty Paid - Military Service - Reserves Paid - Parental - Graduate TA/RA ONLY Paid - Personal Paid - Sabbatical - 1 Semester (requires Provost approval) Paid - Sabbatical - 2 Semesters (requires Provost approval) Paid - Worker's Comp - Non-FMLA or Exhausted Unpaid - Administrative Unpaid - Education Unpaid - FMLA - Employee Medical Unpaid - FMLA - Family Member Unpaid - FMLA - Workers' Comp Unpaid - FMLA Exhausted - Employee or Family Unpaid - Medical (not eligible for FMLA) Unpaid - Military Service - Active Duty Unpaid - Military Service - Reserves Unpaid - Personal Unpaid - Workers' Comp - Non FMLA or Exhausted

OASIS/Human Resources/Data Mapping/Benefits/Leaves Queries/HRMS Leaves and Term Codes for 07

Updated Dec 4, 2006

HRMS Seperation Reason Codes as of 01/1/2007

DRAFT
HRMS SEPART RESN CODE

PS PS Action Reason

PS Eff Date

PS Status

PS Long Description

PS Short Description

HRMS EMPLMT STAT

HRMS NEW DESCRIPTION

For Classified, Service Professional, or Administrative Staff use this code when . . .

For Faculity & Academic Professionals Positions use this code when . . .

RET RET

RET RIT

367 A 367 A

Retirement Retirement In Lieu of Term

Retirement ILT Retire

T T

30 Retirement 3A Invol Retirement In Lieu of Term (*)

An employee (administrative, service professional, or classified) has put in a retirement resignation and has completed at least five years of continuous, full-time employment (50% or more FTE) in the Arizona university system, who is at least 50 years old (41, if Public Safety Personnel Retirement System [PSPRS] employee), and whose employment has not been terminated for cause by the university. See ACD 607: Sections 01-06 A classified, service professional, or administrative retirees in lieu of termination. Same An employee has not reported for work for three (3) or more consecutive working days and is not on an approved leave. (Per SPP 1011) An employee who is terminated involuntarily because of position abandonment is not entitled to two weeks’ pay. An employee voluntarily resigns and their primary reason for leaving is lack of career opportunities (advancment, room to grow; OR their new job offers more career/professional opportunity, it is an advancement for them). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee has passed away. we will not be using this code moving forward An employee voluntarily resigns and their primary reason for leaving is due to their coworkers (could be they don’t all get along which then causes morale issues, etc). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. A short term temporary (less than 6 months), long term temporary (6 to 24 months), emergency hire (no more than 120 calendar days), or limited classified employee (scheduled for less than 20 hours per week for any number of weeks in a fiscal year or is scheduled for 20 hours or more per week for not more than 19 weeks in a fiscal year OR an employee who is scheduled for 20 hours or more per week for any 20 weeks in a fiscal year) has completed their assignment as indicated in their offer letter. An employee is out on approved leave and decides to give notice that they are not returning to active status at the end of their leave (where an alternative term code does not exist i.e. retirement, disability, etc). An employee voluntarily resigns and their primary reason for leaving is due to graduation. The employee may now have a new degree in a different field/area, etc in which they wish to pursue a new career or opportunity. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee voluntarily resigns and their primary reason for leaving is due to work schedule/hours. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. A service professional or administrative contract has ended, per SPP 302 Conditions of Administrative Professional and 320 Conditions of Service Professional.

TER

ABD

367 A

Invol - Job Abandonment

Abandon

T

12 Invol - Job Abandonment (*)

See ACD 705 (Sabbaticals) and ACD 707 (Leave without Pay)

TER TER TER

CAR DTH DUP

367 A 367 A 367 A

Lack of Career Opportunities Death Duplicate ID - Do Not Use

Career Death Duplic ID

T T T

J1 Lack of Career Opportunities 80 Death 91 Duplicate ID - Do Not Use

Same Same ---

TER

EES

367 A

Coworkers

Coworkers

T

J2 Coworkers

Same

TER

END

367 A

End Of Assignment

End

T

19 End Of Assignment

Same

TER

FRL

367 A

Failure To Return From Leave

LOA

T

07 Failure To Return From Leave

See ACD 705 (Sabbaticals) and ACD 707 (Leave without Pay)

TER

GRD

367 A

Graduation

Graduation

T

08 Graduation

Not generally applicable

TER

HRS

367 A

Work Schedule / Hours

Hours

T

J3 Work Schedule / Hours

Same

TER

ICT

367 A

Invol Completion of Contract

Inv Cntrct

T

04 Invol Completion of Contract

TER TER

IEA IFD

367 A 367 A

Invol - Excessive Absences Invol Lack of Funding

Attendance Inv Fund

T T

21 Invol - Excessive Absences (*) 03 Invol Lack of Funding

An employee is terminated due to their excessive absences, per department policy and/or SPP 801 Conduct & Work Rules. A service or administrative professional or classified staff is let go due to lack of funding. Same

Same for administrators Unsure -- Dismissal for cause? Perhaps check with General Counsel on this

HRMS Seperation Reason Codes as of 01/1/2007

DRAFT
An employee has violated University Policies and/or has demonstrated misconduct also defined per University Policies. Dismissal for Cause? A classified employee is RIF'd due to budget constraints, funding reductions, and/or reorganization. If funding has ended, use code 03 - Involuntary Lack of Funding. Not applicable Terminated in first six years for ontrack Assistant Professors; four years A classified employee is terminated during their 6 month for on-track Associate Professors and probationary period per SPP 1011 - Involuntary Termination. on-track Professors A classified, service professional, or administrative resigns in lieu of termination, in accordance with SPP 1011. Same A classified employee is terminated per SPP 801 - Conduct and Work Rules and/or SPP 809 - Discipline for unsatisfactory Dismissal for Cause -- See ACD performance. 506:08 (Retention) and ACD 506:10 An employee voluntarily resigns and their primary reason for leaving is due to their commute (they no longer wish to travel as far to work, want to or have found something closer to home). This information can be obtained either via a discussion with the Same -- possibly AP; for faculty this employee and/or an exit interview/survey. would be rare An employee voluntarily resigns for military service (they end their employment versus a military leave of absence). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. Same An employee is involuntarily terminated as they do not meet the I9 requirements required by law. Same An employee is terminated due to a disability that prohibits them from performing essential functions of the job and where the employee possesses at least five years of continuous service at onset of disability. Unknown An employee voluntarily resigns and their primary reason for leaving is due to their dissatisfaction with their salary (they have found a job that offers a higher salary or they are looking for something that offers higher pay) . This information can be obtained either via a discussion with the employee and/or an exit interview/survey. Same An employee voluntarily resigns and their primary reason for leaving is for personal reasons. This code should only be used if we are truly unable to determine another primary reason. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. Same An employee voluntarily resigns and their primary reason for leaving is due to lack of recognition either from their manager or the University as a whole. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee voluntarily resigns and their primary reason for leaving is due to relocation for personal reasons (either in or out of state). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee voluntarily resigns and their primary reason for leaving is they are returning to school. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee voluntarily resigns and their primary reason for leaving is self employment (own business). This information can be obtained either via a discussion with the employee and/or an exit interview/survey.

TER

IMS

367 A

Invol Miscondct/Violatn Rules

Inv Mscndt

T

23 Invol Miscondct/Violatn Rules (*)

TER

IRF

367 A

Invol Reduction In Force

Inv RIF

T

6 Invol Reduction In Force

TER TER

IRP IRS

367 A 367 A

Invol Releasd During Probation Invol Resigned In Lieu of Term

Inv Prbatn Inv Resign

T T

33 Invol Releasd During Probation 10 Invol Resigned In Lieu of Term (*)

TER

IUP

367 A

Invol UnSat Performance

Inv Unsat

T

22 Invol UnSat Performance (*)

TER

LOC

367 A

Commute

Commute

T

J4 Commute

TER TER

MIL NI9

367 A 367 A

Military Service Does Not Meet I-9 Requirements

Military NO I-9

T T

70 Military Service 90 Invol Does Not Meet I-9 Requirements

TER

OVF

367 A

Disability >= 5 Years Of Serv

Dis >= 5

T

3B Disability >= 5 Years Of Serv

TER

PAY

1 A

Salary

Salary

T

J5 Salary

TER

PER

1 A

Personal Reasons

Personal

T

44 Personal Reasons

TER

REC

367 A

Lack of Recognition

Recognitn

T

J6 Lack of Recognition

Same

TER

RLC

367 A

Relocation

Relocation

T

46 Relocation

Same

TER

SCH

367 A

Returned To School

School

T

47 Returned To School

Not generally applicable

TER

SLF

367 A

Self Employment

Slf Emplym

T

92 Self Employment

Same

TER

SUP

367 A

Quality of Supervision

Supervisn

T

J7 Quality of Supervision

An employee voluntarily resigns and their primary reason for leaving is due to quality (for example; valuable, supportive, meaningful, useful) of supervision from either their direct manager or upper management. This information can be obtained either via a discussion with the employee and/or an exit interview/survey. Same

HRMS Seperation Reason Codes as of 01/1/2007

DRAFT
An employee voluntarily resigns and their primary reason for leaving is due to excessive workload (no longer wanted to handle their interpreation of an excessive workload - too much to do). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee is involuntarily termed as they do not successfully complete the hiring process, for example, they don't pass the background check, any pre-employment physical, fail to produce licenses, education requirements, certificates, etc. An employee is terminated due to a disability that prohibits them from performing essential functions of the job and where the employee possesses less than five years of continuous service at onset of disability. An employee voluntarily resigns and their primary reason for leaving is due to their work environment (culture, moral, safety). This information can be obtained either via a discussion with the employee and/or an exit interview/survey. An employee does not provide at least a two week notice that they are resigning.

TER

TYP

367 A

Exessive Workload

Workload

T

J8 Excessive Workload

Same

TER

UCH

367 A

Unsuccessful Compl Hire Proces

Uns Compl

T

93 Invol Unsuccessful Compl Hire Process

Same

TER

UNF

367 A

Disability <5 Years Of Serv

Dis < 5

T

3C Disability <5 Years Of Serv

Unknown

TER TER

WOR QWN

367 A A

Work Environment Quit Without Notice

Environmnt No Notice

T T

J9 Work Environment 45 Quit Without Notice (NEW) System Termination (Keep) Do not want 86 to keep when move to PS (*) These codes are usually flagged as ineligible for rehire. Please work with your HR Partner to confirm eligibility

Same Same