University Employee
Other reasons that cause the Termination of University Employee status are,
- Death
- Expiration of the employment contract period
- Failure to pass the performance evaluation during the probation period
- Termination of the employment contract
- Disciplinary action resulting in dismissal or expulsion
In the event of the termination of the employment contract
- Sick leave exceeding 60 working days
- Failure to pass the performance evaluation during the probationary period
- Annual performance evaluation results at a low level
- Annual performance evaluation results at the “needs improvement” level for two consecutive years
- Annual performance evaluation results at a “moderate” level or lower for three consecutive years
Severance pay
Any university employee who ceases to be a university employee for reasons other than resignation shall be entitled to severance pay at the following rates
Length of Continuous Service | Compensation / Equivalent to Days |
At least 120 days but less than 1 year | 30 days |
At least 1 year but less than 3 years | 90 days |
At least 3 years but less than 6 years | 180 days |
At least 6 years but less than 10 years | 240 days |
At least 10 years but less than 20 years | 300 days |
20 years or more | 400 days |
Severance pay exemption clause
The university is not required to pay compensation to a university employee whose employment contract is terminated in the following cases:
- Committing fraud in the performance of duties or intentionally committing a criminal offense against the university
- Intentionally causing damage to the university
- Gross negligence resulting in serious damage to the university
- Violating work regulations, rules, or lawful and fair orders of a supervisor, after having been given a written warning, except in serious cases where no warning is necessary. A written warning shall remain effective for no more than one year from the date of the offense
- Abandoning duties for three consecutive working days, whether or not interrupted by holidays, without reasonable cause
- Being sentenced to imprisonment under a final court judgment, except for offenses committed through negligence or petty offenses
Temporary Employee
Expiration of the employment contract period
Responsible Person | Details |
Departmental HR | - Verify the list of Temporary Employees who have completed their contract period
- If the department does not wish to renew the contract, notify the Temporary Employee accordingly
- Provide Form พม.15 for the Temporary Employee to complete
- Prepare a memorandum notifying of the end of the employment contract and submit it to the Office of Human Resources Management
|
HRBP | - Submit the expiration of employment contract information via SAP system
- Issue an Expiration of Temporary Employee Contract Order
- Forward the Expiration of Temporary Employee Contract Order to the Department
|
Expiration of the employment contract period with entitlement to severance pay
Responsible Person | Details |
Departmental HR | - Temporary Employees who have had two or more consecutive employment contracts are entitled to severance pay upon the end of their employment
- If the department does not wish to renew the contract, notify the Temporary Employee accordingly
- Verify that the employee has had at least two employment contracts
- Provide Form พม.15 for the Temporary Employee to complete
- Prepare a memorandum notifying of the end of the employment contract and calculate the severance pay, then submit to the Office of Human Resources Management
|
HRBP | - Submit the expiration of employment contract information via SAP system
- Issue an Expiration of Temporary Employee Contract Order: Severance Pay
- Submit the severance pay disbursement request to CU Payroll
- Forward the Expiration of Temporary Employee Contract Order to the Department
|
Related Regulations, Rules, Announcements, and Memoranda
Forms
Contact Us
- Business Partnering Unit 1 and 2
- Division of Employee Management and Partnership, the Office of Human Resources Management
