Termination of Staff Employment
Policy Statement: When an employee’s employment relationship with the College ends, proper procedures should be followed to ensure consideration of fairness, understanding and protection of both the employee and the College. Employees covered under a collective bargaining agreement should refer to the agreement for additional information. This policy applies to termination of staff employment throughout the College, for any reason.
Voluntary Termination of Employment (Resignation)
Non-exempt staff are requested to give at least two weeks notice of their intent to leave the College. Notice should be in writing to the supervisor with a copy to Human Resources and should include the final workday. The College reserves the right to disburse severance pay of up to two weeks in lieu of having non-exempt employees work out their notice period.
Exempt employees are requested to provide thirty days written notice of their decision to terminate their employment. Notice should be in writing to the supervisor with a copy to Human Resources and should include the final workday. The College reserves the right to disburse severance pay of up to thirty days in lieu of having exempt employees work out their notice period.
Exempt and non-exempt employees who terminate their employment coincident with a paid holiday are not eligible for holiday pay unless they work the day preceding and the day following a scheduled holiday.
Terminating employees should be directed to Human Resources. Human Resources will offer the opportunity to conduct an exit interview and will notify the employee of COBRA insurance options.
Any unused, accrued vacation, up to the allowable maximum will be paid upon termination. An employee’s termination date is the last day actually worked. Vacation may not be used to extend the final date of employment.
Involuntary Termination of Employment
All exempt and non-exempt staff may be terminated with or without cause unless specified by a collective bargaining agreement.
Exempt and non-exempt staff who have their employment terminated coincident to a paid holiday are not eligible for holiday pay unless they work the day preceding and the day following a scheduled holiday.
All staff who have completed their introductory period and have their employment terminated at the initiative of the College will be paid any accrued vacation time up to the allowable maximum and severance pay in lieu of notice. Severance pay for non-exempt staff is generally two weeks of pay. Severance pay for exempt staff is generally thirty days of pay. However, if termination is for one of the following reason, such termination may be immediate and no severance pay will be paid:
- Intentional misconduct including but not limited to violation of College policies, poor attitude, dishonesty, theft, misconduct, insubordination, fighting, intoxication on College property, or using drugs on College property, or
- Any behavior prejudicial to the College including but not limited to: revealing confidential information, making statements that tend to downgrade or destroy confidence in the College or its personnel.
Employees finding other employment on campus within their severance period will no longer be eligible for severance pay.
Employees or their dependents who are receiving tuition assistance may continue to receive this benefit through the balance of the quarter or semester in which their last day of work falls.
Employees may choose to continue medical and dental benefits under COBRA. Human Resources will provide each employee with information regarding benefit continuance.
Employees may utilize the Employee Assistance Program for up to 3 months beyond their last work day.
Any corrective or disciplinary action, including possible termination, as well as any exceptions to this policy, must be discussed with the relevant Vice President or dean, as well as Human Resources and General Counsel, in advance. Any termination decision must be reviewed and approved in writing in advance by the relevant Vice President or dean.
The final meeting to convey involuntary termination or the elimination of a position should be attended by a third party from either Human Resources or General Counsel, or a designee.
The College may reduce an employee’s FTE if doing so is in the best interests of the College. The notice and severance provisions of this policy do not apply an FTE reduction. Any FTE reduction will be completed in compliance with existing contracts and collective bargaining agreements.
Approved by the Executive Council May 31, 2002.
Revised April 8, 2020.