UNIVERSITY of HOUSTON
MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES
SECTION:
AREA:
Finance and Accounting
Billings and Collections
SUBJECT:
I.
Number: 05.03.01
Employee Financial Responsibility
PURPOSE
The purpose of this document is to define the financial obligations of employees to the
uUniversity and the sanctions for not fulfilling those obligations. This document applies to all
faculty, staff, and student employees of the University of Houston and to all financial obligations
and payments due or made to the uUniversity by the employees. The procedures in this
document will be followed by Student Financial Services, Human Resources, Parking and
Transportation Services, and other affected departments, and applied to financial obligations of
all uUniversity employees and potential employees.
II.
POLICY STATEMENT
University employees are required to satisfy their financial obligations to the uUniversity in a
timely fashion. Employee financial obligations include payment for parking permits; payment for
parking citations or towing; purchases of goods or services from uUniversity auxiliary operations;
payment for tuition, fees, or housing; library fines; Health Center or Counseling and Testing
Psychological Services charges; any personal checks submitted for payment; or any other
financial obligation to the uUniversity incurred by the employee.
Applicants will not be approved for new employment unless and until any delinquent debt to the
uUniversity is paid.
The writing and/or presenting of a check against insufficient funds or a closed account or the
issuance of a stop payment after goods or services have been delivered is considered theft,
under certain circumstances, according to Texas statutes. Employees who present checks to the
uUniversity that are returned unpaid by the financial institution will be subject to service charges
and may be subject to forfeiture of check-writing privileges, loss of certain uUniversity
opportunities and services, disciplinary action up to and including termination from employment,
and referral for prosecution. The returned check is considered a delinquent debt whether the
underlying debt to the University is delinquent or not.
Failure of an employee to pay for services provided or fines assessed by the due date noted on
any billing statement will constitute debt delinquency and may result in loss of these services;
loss of certain uUniversity opportunities; assessment of a collection charge; disciplinary action up
to and including termination from employment; referral to a collection agency; and reporting to a
credit bureau.
III.
DEFINITIONS
For the purposes of this document, the following definitions apply:
A.
Applicant: A person applying for employment who has never been on the University of
Houston payroll; one whose employment with the uUniversity has been interrupted and
who is applying for new employment; or a person applying for renewal or extension of
appointment.
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Employee Financial Responsibility
MAPP 05.03.01
B.
College/division administrator: The person with business management responsibilities
for that college or administrative division.
C.
Delinquent debt: Any obligation to the uUniversity that is not paid by the due date
indicated on the billing statement or letter. Erroneous overpayments to employees are
considered delinquent debt if not repaid within 30 calendar days of the overpayment.
Personal charges to University credit cards are considered delinquent debt if not repaid
to the University or refunded to the credit card within 30 calendar days of the transaction
date. Checks that are returned unpaid by the employee’s financial institution are
considered delinquent debt if not paid by cash, cashier’s check, traveler’s check, or
money order within 10 calendar days from the date the check was returned, whether the
underlying debt to the University is delinquent or not.
D.
Employee: Any person employed to perform a service for the uUniversity and paid
through the uUniversity payroll system--regardless of whether the person is staff or
faculty, full-time or part-time, temporary or permanent, or holds student status.
E.
Financial obligations: Any debt owed to the University of Houston, which includes but is
not limited to payment for parking permits; parking fines; purchases of goods from
uUniversity auxiliary operations; payment for tuition, fees, or housing; library fines;
transcript charges; Health Center or Counseling and Psychological ServicesTesting
charges; travel advances; operational cash advances; personal expenses charged to
University credit cards; personal checks submitted for cash; checks that are returned
unpaid by the financial institution; and reimbursement to the uUniversity for any
erroneous payment to the employee.
F.
Master Check List: The list maintained by Student Financial Services of persons who
have submitted two checks to the university that have been returned unpaid by the
financial institution or one check which is not made good within 10 days. Persons whose
names appear on the Master Check List must provide payment to the university by cash,
credit card, money order, or cashier’s check until they qualify for removal from the list. A
check writer may petition the Bursar for removal of his/her name one year after the first
check has been made good, assuming the second one has also been redeemed.
Guidelines for petitioning are available from the Bursar.
GF.
Non-regular employee: A uUniversity employee appointed to a position designated as
temporary, as one requiring student status as a condition of employment, as lump sum,
and/or as non-benefits eligible. (Note: Certain graduate student positions are insurance
eligible, but are considered non-regular.) With a few exceptions, this employment
category includes all positions not defined as regular. Non-regular employees may be
terminated without cause or without due process required for regular employees.
HG.
Payment plan or payment agreement: An agreement arranged with the uUniversity by
Student Financial Services or the Office of General Counsel for regular payment of the
delinquent debt (excluding returned checks) over a defined period of time. Employees
must pay all current debt in full and are not eligible for payment agreements to avoid
sanctions.
HI.
Probationary employee: An employee within the initial employment period defined as
“probation” by uUniversity policy, during which the employee’s performance is monitored
to determine whether employment should be continued and during which the employee
may be terminated without cause.
JI.
Regular employee: A uUniversity employee who is appointed for .50 FTE (20 hours per
week) or more on a regular basis for a period of 4-1/2 continuous months or longer,
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Employee Financial Responsibility
MAPP 05.03.01
excluding those employed in positions that require student status as a condition of
employment. These employees are eligible for regular employee benefits and accrue
paid leave entitlements in proportion to the FTE for which they are appointed.
IV.
KJ.
Returned check: A check presented in payment or for cash that is returned unpaid to the
uUniversity by the financial institution for insufficient funds, because the account has
been closed, or because a stop payment has been issued after goods or services have
been delivered or the services rendered.
LK.
Supervisor: For the purposes of this document, any person in the chain of command with
supervisory authority over an employee, not necessarily the direct supervisor.
SPECIFIC PROVISIONS
A.
Human Resources will not approve an applicant for employment until any existing
delinquent debt is paid.
B.
University employees shall be accountable for all checks submitted in payment to the
university for any purpose. A check written to the University of Houston by a university
employee that is returned unpaid will result in the following sanctions:
CB.
1.
A returned check charge of at least $20.00 will be assessed.
2.
The returned check must be redeemed with cash, credit card, cashier’s check,
travelers’ check, or money order.
3.
If the employee’s returned check to the university is not made good within 10
days from the date of the notice letter, the following employee sanctions will
apply:
a.
The employee may be subject to criminal charges.
b.
All check-writing privileges will be forfeited until the check is made good.
c.
The employee’s supervisor will be notified to initiate a disciplinary
process that will include suspension and termination if the check is not
redeemed by the specified deadlines.
4.
Even if the employee’s first returned check is made good within the required 10
days from the date of the notice letter, upon return of the second check, all
check-writing privileges will be forfeited for one calendar year from the date of the
return of the second check, with reinstatement of check-writing privileges only
upon successful petitioning of Student Financial Services.
5.
When check-writing privileges are forfeited, any required payments to the
university must be made by cash, credit card, cashier’s check, travelers’ check,
or money order.
Failure to pay uUniversity accounts in full by the due date and/or to make returned
checks good will result in the following sanctions:
1.
Regular employees:
a.
The employee will be ineligible for a campus parking decal.
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Employee Financial Responsibility
2.
V.
MAPP 05.03.01
b.
The employee will be ineligible for a uUniversity award or for any
uUniversity initiated personnel action that results in increased status and
financial benefit to the employee until the delinquent debt is paid in full.
cb.
The employee may be subject to disciplinary action up to and including
termination from employment.
Non-regular and probationary employees are subject to immediate termination
and may not be reappointed until the debt is paid in full.
DC.
University employees previously allowed to enter into payment agreements have been
provided copies of terms and conditions of paymentfor those agreements. Until the
delinquent debt is paid in full, the employee will not be eligible for a University award or
for any University-initiated personnel action that results in their increased status or
financial benefit. An employee who defaults on this agreement for the second time as
defined in these terms and conditions will be given 10 days to pay the account balance in
full. If the balance is not paid in full within the 10-day period, the employee will be subject
to immediate suspension for three to 10 days. If the balance is not paid by the end of the
suspension period, the employee will be terminated at the end of the period.
ED.
University employees are informed of their indebtedness to the uUniversity through
regular mail (U.S. Postal Service) or e-mail. It is, therefore, imperative that employees
maintain their current address on file through submission of a correcting personnel action
request (PAR) to Human Resourcesby updating this information online via their employee
self service account (PASS). If the invoice is mailed to the current address provided, the
uUniversity will not waive delinquency sanctions based upon claims of non-receipt of
billing statements or any other notification of indebtedness.
PROCEDURES
A.
APPLICANTS FOR UNIVERSITY EMPLOYMENT
1.
Before an offer is made to any applicant, university debt records should be
verified on-line at the department, college, or division level toshould ascertain
whether the applicant has a financial hold for delinquent uUniversity debt by
checking the Student System. If delinquent debta financial hold is discovered,
the offer should not be made unless and until the delinquent debt is paid.
2.
As a further step in the employment process, Human Resources staff will review
employee sign-up documentation against university debt records and will return
the employment paperwork to the submitting administrator if a delinquent debt is
found.Human Resources and Faculty Affairs will review final candidates
processed through their areas to verify the applicant does not have a financial
hold and will deny any applications that do.
3.
The college/divisiondepartment business administrator will be responsible for
ensuring thatinforming the applicant is informed that his/her employment has
been suspended without pay pending resolution ofthat he/she may not be
employed until the uUniversity delinquent debt is paid in full. It is then the
responsibility of the applicant to contact the Bursar and pay any delinquent debt
to the university. The department may choose to hire the next most qualified
candidate who does not owe a delinquent debt to the University.
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Employee Financial Responsibility
4.
B.
MAPP 05.03.01
Upon payment of the debt in full, all STOPs related financial holds will be
removed from the account. The administrator is then clear to submit the
employment paperwork.
EMPLOYEES WITH RETURNED CHECKSDELINQUENT DEBT
1.
Checks may be accepted from employees in payment for goods, services, fees,
or fines with two pieces of identification: a University of Houston student, staff, or
faculty I.D. and a driver’s license. (If the individual writing the check does not
have a driver’s license, a picture I.D. issued by the Texas Department of Public
Safety or a passport may be accepted as the second identification. A driver’s
license only is adequate identification if the individual is providing payment for
which university status is not required.)
The check writer’s social securityemployee id number is required on the face of
the check; the university extension is also required for university employees. The
clerk accepting the check is required to review the employee’s account to verify
that the employee has check-writing privileges.
2.
Texas statute, under certain circumstances, defines as theft the writing and/or
presenting of a check against insufficient funds or a closed account or the
issuance of a stop payment after goods or services have been delivered. If an
employee presents a check to the university that is returned unpaid by the
employee’s bank Human Resources and Faculty Affairs will review personnel
actions processed through their areas to verify the employee does not have a
financial hold and will reject any personnel action that results in increased status
and financial benefit to the employee that has a financial hold.
2.
When a delinquent debt occurs, the department that is owed the debt must notify
Student Financial Services in writing to place a financial hold on the employee’s
account in the Student System. This notification must include the following
information:

Employee name

Employee ID

Nature of the debt (erroneous over reimbursement, personal charge on
University credit card, returned check, past due fine, etc.)

Date the debt became delinquent (see definition of delinquent debt
above)

Amount of debt, including any related charges (e.g., returned check
charge).following will occur:
When the delinquent debt is paid, Student Financial Services must also be
notified in writing by the department that receives the payment so that the
financial hold can be removed in the Student System.
23.
a.
At least twice a year, Human Resources will notify college/division
administrators to run a report that indicates whether any employees in their
college/division have a financial hold. If any do, the college/division Within one
week of receipt of the unpaid check, Student Financial Services will notify send
the employee a completed Notification of Delinquent University Debt (Addendum
A) by certified Certified mailMail with Restricted Delivery (the employee is
required to sign for the letter). that the check was returned and for what
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Employee Financial Responsibility
MAPP 05.03.01
reason(s); e.g., “nonsufficient funds,” “account closed,” or “stop payment.” The
department will also enclose a copy of MAPP 05.03.01.
b34.
d45.
The employee is then required to redeem the checkpay the delinquent debt
within 10 calendar days of the date of the employee receives the Notification of
Delinquent University Debt, as indicated by the notice from the U.S. Postal
Service. If the University is closed on the 10th calendar day, the following
business day will be the deadline for payment. The only exception to this
timeframe is an overpayment made through payroll.
a.
If an employee is overpaid through payroll, the overpayment will be
deducted from a subsequent payroll payment, which may be more than
10 calendar days after the notice is received.notice at the Cashier’s
Office, Room 6, E. Cullen. Cash, cashier’s check, travelers’ check, or
money order must be used to redeem the check.
cb.
Returned checks must be redeemed by cash, cashier’s check, traveler’s
check, or money order. A returned check charge of no less than $20.00
will be assessed the employee at that timeby the department that
accepted the original check.
An If an employee who fails to make the returned check goodpay the delinquent
debt, including any related charges, within the 10-day time frame (excluding
payroll payments), the college/division will complete the Final Notice of
Delinquent Debt (Addendum B) and hand-deliver it to the employee.
a.
The employee will be asked to sign and date the notice acknowledging
receipt and will be given a copy of the signed form. If the employee
refuses to sign the form, the college/division representative will write the
date that it was given to the employee on the form. The college/division
will also send a copy of the signed form to Human Resources to be
placed in the employee’s personnel file.may have the following sanctions
applied:

b.
56.
Immediate loss of check-writing privileges until the check is
redeemed.
The Final Delinquent Debt Notice will inform the employee that the
delinquent debt must be paid within 10 calendar days of receiving this
notice. If the University is closed on the 10th calendar day, the following
business day will be the deadline for payment.
If the employee fails to pay the delinquent debt within 10 calendar days of
receiving the Final Delinquent Debt Notice, the appropriate College/Division
Administrator will contact the Executive Director of Human Resources to arrange
suspension without pay for the employee that will last a minimum of three days
and no more than ten days. The employee will be notified in writing of the
suspension period. If the employee has not paid the delinquent debt by the end
of the suspension period, he/she will be terminated for misconduct.
a.
If an employee is terminated for failure to make a returned check good,
the department will contact the Department of Public Safety for referral to
the District Attorney or Justice of the Peace for possible prosecution.
The employee will be liable for all collection and legal fees.
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Employee Financial Responsibility
b.
67.
MAPP 05.03.01
A termination may be appealed through MAPP 02.04.01 - Employee
Grievances, or, in the case of a faculty termination, the process related
to dismissal outlined in the Faculty Handbook.
At any point during the process, the supervisor, dean, or vice president or
designee may wish to confer with the Executive Director of Human Resources,
the Executive Vice President for Administration and Finance, and/or the Senior
Vice President for Academic Affairs and Provost regarding options for resolution.
At any point in the process, the employee may appeal any item(s) of
indebtedness through the appeal process outlined in Addendum C. at
http://www.uh.edu/af/survival/Finance/miscemployeedebt.htm.
If an employee is terminated for failure to make a returned check good, the
department will contact the UH Department of Public Safety for referral The
transmittal of the check to the District Attorney or Justice of the Peace for
possible prosecution. The employee will be liable for all collection and legal
fees.

3.
The employee’s supervisor will be instructed through the
college/division administrator to notify the employee that if the
check is not made good within an additional 10 days the
employee will be suspended for three to 10 days. Further, the
employee will be terminated at the end of the suspension period
if the returned check has not been redeemed.
An employee who presents two checks to the university within one year that are
subsequently returned unpaid by the bank (regardless of whether they are made
good within the 10-day period) will forfeit his/her check writing privileges for one
year and be added to the university “Master Check List.” This list is made
available on-line through a public query in the Student System
(UH_MASTER_CHECK_LIST) to university units accepting employee and
student checks.
After one year, the employee’s name may be removed from the list upon
petitioning of Student Financial Services, based upon the employee’s financial
record. (Instructions for petitioning for removal of one’s name are available from
the Bursar.)
C.
4.
Any subsequent check submitted to the university that is returned unpaid will
result in permanent suspension of that employee’s check-writing privileges.
5.
Any unredeemed checks are treated like other delinquent debt to the university.
Delinquent debt information is provided to the Parking and Transportation
Services, Human Resources, Residential Life and Housing, and other
departments needing this information--and at the appropriate time will be referred
to Student Financial Services, who will proceed to assess a collection charge and
collect the delinquent debt. Uncollected debt may also be referred to a credit
bureau and/or to a collection agency. Employee services and privileges are
suspended as outlined in Section C, Employees with Delinquent Debt.
EMPLOYEES WITH DELINQUENT DEBT
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Employee Financial Responsibility
MAPP 05.03.01
1.
Employees may incur financial obligations to the university for goods, services,
fees, fines, or erroneous payments by the university to the employee. Examples
include parking permits; parking fines; library fines; or tuition, fees, and housing.
2.
If the financial obligation is due to an overpayment of payroll, the overpayment
will be deducted from a subsequent payroll payment.
3.
Upon failure to pay for such obligations by the due date, the employee’s account
will reflect that it is delinquent; employee delinquent account information is made
available to Parking and Transportation Services, Residential Life and Housing,
Human Resources, the Health Center, and other appropriate departments, as
necessary--and at an appropriate time to Student Financial Services.
4.
a.
Parking and Transportation Services will not issue a parking decal to an
employee whose account is indicated as delinquent, unless and until the
debt is cleared.
b.
Human Resources will not approve a university award or any personnel
action that results in increased status and financial benefit for an
employee whose account indicates delinquent debt, unless and until the
debt is cleared.
c.
Normally, at the end of approximately ninety days, delinquent debts are
referred to Student Financial Services for collection and ultimately may
be referred to a collection agency and a credit bureau. The employee will
be responsible for all collection fees and fines assessed at that point.
d.
The delinquent debt may be paid to Student Financial Services.
When an employee debt becomes delinquent, the following collections actions
will be initiated:
a.
The employee will be contacted by Student Financial Services through
the college/division administrator informing the employee of the
requirement to pay or be subject to the university sanctions outlined in
Section IV of this document. A Notification of Delinquent University Debt
form (Addendum A), a copy of the employee’s account statement, and a
copy of this document will be provided at that time.
b.
Thirty days after the initial notification, if the employee still has not paid
the delinquent debt, Student Financial Services will notify the
college/division administrator. At that point, a letter will be provided by
the supervisor informing the employee of the status of his/her delinquent
debt and the necessity that the debt be cleared. The letter will outline the
disciplinary sanctions that will be applied if the delinquent debt is not
settled. A second copy of the employee’s account statement and this
MAPP will be furnished at that time.
The employee will sign, acknowledging receipt of the letter, statement,
and this MAPP. A copy of the signed/acknowledged letter will be
furnished to the Assistant Associate Vice President for Human
ResourcesFinance for the employee’s personnel file.
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Employee Financial Responsibility
5.
MAPP 05.03.01
Thirty days after the second notification by Student Financial Services, if the
delinquent debt has not been paid in full, disciplinary action will be initiated as
follows:
a.
Student Financial Services will notify the employee’s college/division
administrator to contact the AssociateAssistant Vice President for
Human ResourcesFinance to arrange the suspension of the employee
without pay for a period of not less than three or more than 10 working
days. The supervisor or administrator will determine at the time of
discussion with the Assistant Associate Vice President for Human
ResourcesFinance whether non-payment by the end of the suspension
period will result in termination.
b.
At the end of the suspension period, if the delinquent debt has not been
paid the employee may be terminated for misconduct; i.e. failure to
comply with the Employee Financial Responsibility MAPP.
Prior to taking action, this recommendation must be referred to the
Assistant Associate Vice President for Human ResourcesFinance for
non-probationary staff employees or to the Senior Vice President for
Academic Affairs and Provost for faculty; these parties may intervene
and negotiate a settlement and must approve any termination action.
6.
c.
A termination may be appealed through MAPP 02.04.01- Employee
Grievances, or, in the case of a faculty termination, the process related
to dismissal outlined in the Faculty Handbook.
d.
At any point during the process, the supervisor, dean, or vice president
or designee may wish to confer with the Associate Vice President for
Finance, the Assistant Vice President for Human Resources, the
Executive Vice President for Administration and Finance, and/or the
Senior Vice President for Academic Affairs and Provost regarding
options for resolution.
e.
At any point in the process, the employee may appeal any item(s) of
indebtedness through the appeal process outlined in Addendum B.
Employees who have entered into payment agreements with the university are
provided with copies of the terms and conditions of the agreement related to
timeliness and default. Should an employee default under the terms of the
agreement the second time (either by tardiness of 15 additional days for one late
payment or by tardiness of 15 days for a second payment), Student Financial
Services will notify the employee that the balance is due and payable within 10
calendar days.
If the balance is not paid in full within that time period, Student Financial Services
will notify the employee’s college/division administrator to contact the Assistant
Associate Vice President for Human ResourcesFinance to suspend the
employee. Notification regarding faculty default will be sent to the Senior Vice
President for Academic Affairs and Provost. If the debt is not paid in full by the
end of the suspension period, the employee may be terminated.
VI.
REVIEW AND RESPONSIBILITY
Responsible Party:
Associate Vice President for Finance
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Employee Financial Responsibility
Review:
VII.
MAPP 05.03.01
Every three years, on or before July June 1
APPROVAL
Randy J. Harris
Executive Vice President for Administration and Finance
Arthur K. Smith
President
Date of President’s Approval:
VIII.
12/09/99
REFERENCES
Index Terms:
Bad checks
Checks
Debts
Delinquent debt
Employee financial responsibility
Financial responsibility
Master check list
Outstanding debt
Returned checks
REVISION LOG
Revision
Number
Approved
Date
Description of Changes
1
06/29/1993
Initial version
2
02/16/1994
Created MAPP companion policy with more definitions
and procedural information
3
12/02/1999
Applied revised MAPP template. Rewrote Section I to
narrow scope of applicability and emphasize potential
employees. Added College/division administrator and
supervisor to Section III. Joined the two companion
MAPPs into one policy; created Section V (Procedures) to
include additional information on employees with
delinquent debt. Payment changed from the Bursar’s
Office to Student Financial Services. Updated
Addendums A and B
4
TBD
Applied revised MAPP template and added new Revision
Log. Rewrote Section I to remove scope of university
responsibility. Added statement on returned checks as
delinquent debt in Section II. Added documentation to
Section III’s delinquent debt definition, removed Master
Check List, and removed requirement to pay debt in full
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Employee Financial Responsibility
MAPP 05.03.01
from Payment Plan definition. Removed Section IV.B on
employee accountability for checks submitted in payment
to the university. Updated Section IV.D for updating
current address information via PASS. Rewrote Section V
to emphasize specific university roles and delinquent debt
information. Added report on financial hold information for
employees run by college/division administrators in
Section V.B.3. Removed Section VIII (References),
Addendum A, and Addendum B. Changed review period
from every three years on or before July 1st to every three
years on or before June 1st
Addendum A
Notification of Delinquent University Debt
TO:
College/Division Administrator
College/Division:
FROM:
Human Resources Department
Student Financial Services
DATE:
REGARDING:
Applicant or Employee
Social Security Number of Applicant/Employee:
The account of the person whose name appears above indicates:
• Delinquent debt to the university. A copy of the account is attached.
• Defaulted payment agreement. Copies of payment agreement and account are attached.
• A returned check; number:
date:
amount:
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Employee Financial Responsibility
COPY TO:
MAPP 05.03.01
Employee/Applicant
Your university account reveals the financial obligations(s) indicated above and on the
attached report.
If you are applying for employment, you are hereby notified that you are not cleared to
start work until the delinquent debt is cleared.
If you are a current employee, you may not obtain a parking decal or promotion or other
employment enhancements until the delinquent debt is cleared.
Please contact Student Financial Services to clear your account.
Date:
Copy (for employment applicants): Assistant Associate Vice President, Human Resourcesfor Finance
Addendum BC
Appeal Process for Employees Related to Financial Responsibility
This appeal process is available to any person who has university delinquent debt or a returned check as outlined in
this document--regardless of whether the person is staff or faculty, full-time or part-time, temporary or permanent,
or whether holding student status.
1.
An employee may receive a copy of his/her account at any time from Student Financial Services or the
department is owed the delinquent debt.
2.
An employee who believes that any item(s) on his/her statement of delinquent indebtedness to the
university is incorrect for any reason shall contact the manager of the area responsible for the charge. The names of
these managers may be obtained from Student Financial Services.
3.
If the employee is not satisfied with the manager’s explanation, he/she may appeal in writing to the
Associate Vice President for FinanceExecutive Vice President for Administration and Finance. Within 10 days of
receipt of the appeal letter, the director of finance and accountingExecutive Vice President will consult with the
Bursar and/or the manager of any other involved area. The issue before the group will be limited to the delinquent
debt itself--its existence, the amount, the source(s), and the institutional policies related to the charges.
If student and/or academic policies are involved, individuals with responsibilities in those areas may be consulted,
also.
4.
Within 15 working days of receipt of the appeal letter, the Associate Vice President for FinanceExecutive
Vice President for Administration and Finance will inform the employee of the decision.
5.
The decision of the Associate Vice President for FinanceExecutive Vice President for Administration and
Finance will be final.
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