Relocation Policy For New Employee

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Relocation/Moving Procedures for New Employees Purpose To provide guidelines and restrictions regarding those cases where relocation costs are necessary for an individual to accept employment with the University and to reimburse the new employee for allowable relocation expenses consistent with sound business practices and budgetary limitations.. The percentage of relocation expense benefits to be repaid is based on the number of calendar days employed (i.e., number of continuous days on employed status, not number of days physically present for work), according to the following table: Days Employed 0-365 366-485 486-605 606-730 Repayment 100 75 50 25 If it is found that the Employee obtained employment fraudulently (e.g., under falsified credentials), the Employee agrees to repay the University 100 of relocation costs previously paid by the University regardless of the number of days employed.. It is agreed that any amount owed to the University under any of the paragraphs of item 2, above, may, at the University’s discretion, be deducted from any monies owed by the University to the Employee, including any salary, wages, bonuses, vacation pay, or severance pay, and that any excess of such amounts owed to the University, beyond any amounts deducted, shall be paid within fourteen (14) days after severance of employment, after which interest at the maximum legal rate on any unpaid balance shall be due and owed by the Employee, together with all costs and attorney’s fees which are incurred by the University in the collection of such amounts..  

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