3.14.3 Resignation and Retirement

A. Resignation

Early notification of intended resignation is important for the continuity of academic programs and is a matter of fairness to colleagues and students. Faculty members contemplating resigning should discuss this possibility with their dean as early as possible, preferably one year in advance. They should also schedule an appointment with the Office of Human Resources to discuss financial and other matters associated with resignation.

A faculty member should not resign in order to accept other employment as of the end of the academic year later than May 15, or 30 days after receiving notification of the terms of continued employment the following year, whichever date occurs last. Except by agreement with their dean, faculty members should not leave their positions during an academic year for which they hold an appointment.

B. Retirement

The College has no mandatory retirement age. Faculty choose when to retire. Their choices should be based on their own circumstances, taking into account the interests of their students, their colleagues, and their institution, in the best tradition of faculty responsibility. Ordinarily retirement should occur at the end of the academic year. Faculty should notify the administration of their decision to retire as far in advance as possible. They should also schedule an appointment with the Office of Human Resources to discuss financial and other matters associated with retirement.

The College should help retired faculty members remain a part of the academic community and facilitate timely retirement by providing, where possible, such amenities as a mail address; online Internet access; library, athletic, and campus events privileges; institutional publications; access to other facilities; and participation in faculty meetings, convocations, and commencement exercises. The honorary rank of emeritus or emerita professor is conferred by the College’s Board of Trustees at the recommendation of the appropriate dean.

In order to have a transition period between full-time teaching and retirement, some faculty may opt for a reduction in workload as they approach retirement. The duration and workload of such a transitional phase should be determined by mutual agreement between the faculty member and the College, and should be based on the needs of the individual and the requirements of the educational program. Under such an agreement, the following conditions shall apply: 1) the individual shall receive pro-rata pay according to the individual’s workload; 2) the individual shall have full status (including normal salary advancement); 3) both the College and the individual shall continue contributions toward that individual’s TIAA-CREF retirement program, provided the individual holds at least a half-time appointment; 4) if the faculty member elects, both the College and the individual shall contribute toward coverage under a group health and dental plan for which that individual is eligible in accordance with College policies and provider contracts; and 5) the individual shall remain eligible for all other benefits in accordance with College policies and provider contracts. If the faculty member is tenured, there shall be no loss of the protections of due process and the other entitlements that accrue with tenure.

The College’s medical insurance program also includes plans to supplement Medicare that are available to eligible retirees after they reach age 65. Specific eligibility guidelines are available from the Office of Human Resources. Individuals retiring before attaining eligibility for Medicare coverage are generally eligible for a temporary extension of health coverage at group rates under COBRA. Further information is available from the Office of Human Resources.