I. Summary
Job abandonment is considered a voluntary resignation, when an employee has not reported to their work assignment, as scheduled, for five (5) work days, without prior notice or approval.
II. Related Policies, Contract Articles and References
- Personnel Policies for Staff Members (PPSM) – employees not covered by a collective bargaining agreement
- PPSM 64 – Termination and Job Abandonment
- Union Agreements – employees covered by collective bargaining agreements
III. Authority
A supervisor may consult with the ER Analyst to initiate job abandonment notification when the employee has failed to report to work for 5 days.
IV. Process Overview
- The Supervisor notifies their ER Analyst to determine if job abandonment has occurred.
- The ER Analyst works with the supervisor to process job abandonment paperwork in accordance with policy and collective bargaining agreements.
Before concluding that job abandonment has occurred, every effort should be made to contact the employee and verify circumstances, particularly to ensure that protected leave rights (e.g., FMLA, ADA accommodations) are not implicated. All decisions must be based solely on objective evidence and job-related factors, in compliance with UC policies and applicable laws, which prohibits employment decisions based on race, sex, color, ethnicity, or national origin.