Voluntary Separation Incentive Pay Agreement

The VSIP has been designed to provide the separation benefits described in this programming document to authorized personnel who decide to voluntarily separate from WSU with a departure date from the VSIP of December 26, 2020. The VSIP is primarily aimed at employees entitled to company or ru positions, which are contested in the State budget. However, the WSU may also consider eligible collaborators for positions funded from other sources, for example. B those who receive external support, if this meets the WSU`s strategic objectives and does not jeopardise research or contractual obligations. Each application is examined individually. The intention is to involve as many faculties and authorized employees as possible, but any authorization is granted on the basis of the best interest of the university community. The VSIP payment is the amount to which employees would be entitled as severance pay or an amount that does not exceed $US 25,000. Severance pay is paid for involuntary separations. Since leaving the Agency to take a VSIP is a voluntary measure, staff are not entitled to severance pay and VSIP.

A buyout-taker must repay the full amount (upstream) of the incentive to the agency that paid the buyout if the employee accepts employment with the U.S. government or under a personalized service contract within five years of the separation of the incentive. (A „personal service contract“ generally includes consulting-type agreements, but does not deal with a company that has entered into a contract with the Agency. Definitions vary from agency to agency, so check the specific provisions in advance.) The direct rehiring limitation applies to quasi-public services such as the U.S. Postal Service, as well as part-time and temporary jobs. In general, those who are not eligible for buyouts are those who are: re-employed annuitants; have a disability under which the worker is or would be entitled to a disability pension; by a deadline; those who have not met the Agency`s continuous service requirements; Have received a special notification regarding involuntary separation for fault or unreasonable performance; have received a buyout before, but have not refunded it; are covered by the legal re-employment rights of another organisation; have received a recruitment or relocation bonus within 24 months of separation in order to obtain a buyout; or have received a retention bonus within 12 months of separation to obtain a redemption…