Termination of Employment

Effective Date: 06/01/95
Revised: 12/01/96, 10/1/99

To establish categories of termination for College employees.

The following categories of termination are recognized by the College and the personnel file of the exiting employee should be appropriately marked:

Resignation - The employment relationship is most typically severed by employee resignation. This is a voluntary action on the part of the employee. (The absence of an employee without notification for three days is categorized as a resignation in Section 1 of this manual.) Executive Staff members should give a minimum of sixty (60) days written notice prior to termination and should plan to leave the College at a semester break. Exempt Staff members should give a minimum of thirty (30) days written notice prior to termination. Non-Exempt Staff members should give a minimum of fourteen (14) days written notice prior to termination. (A suggested resignation form letter is included in Appendix 1.)

Discharge - This is an action to terminate initiated by the employer. Disciplinary terminations will adhere to the College Disciplinary Action Policy. In situations requiring involuntary separation of academic staff, the regulations of The American Association of University Professors shall apply as guidelines. "1940 Statement of Principles on Academic Freedom and Tenure, With 1970 Interpretive Comments" from Policy Documents and Reports. The American Association of University Professors, Washington, D. C., 1990 edition, pages 3- 7.

Reduction in Force - This is an action by the employer to terminate an employee or several employees because of temporary or permanent lack of work, lack of funds, or re-organization.


Retirement - This is termination of employment by an employee who is retiring from the College. Faculty and staff members are expected to notify their unit head in writing of their intention and their expected date of retirement. Employees retiring whose combined years of full-time service and age equal or exceeds 75 may be eligible for continuation of certain benefits.

Administrative Separation - This is an action by the employer to terminate an employee when an approved leave of absence has expired and the employee is unable to return to work or when an employee becomes eligible for Long Term disability.

Last updated 20 July 2000



Exit Interviews

Effective Date: 06/01/95
To solicit employees' comments about their work experience at the College and their reasons for leaving, to secure return of College property, and to obtain information for use in determining eligibility for unemployment compensation.

All employees shall, in the course of termination, be offered the opportunity to participate in a confidential exit interview conducted by the Human Resource Office. In addition, terminating employees shall be allowed to submit confidential comments to a Human Resource Office representative concerning their work experiences at the College and their reasons for leaving.

The Human Resource Office shall ensure that all College property has been returned and that all moneys owed the College are paid before release of final paycheck to a terminating employee.

Last updated December 8, 2014


Notice of Nondiscriminatory Policy The institution does not discriminate in its educational and employment policies against any person on the basis of gender, race, color, religion, age, disability, sexual orientation, national or ethnic origin, or on any other basis proscribed by federal, state, or local law.