Separation of Employment
Separation of employment within an organization can occur for several different reasons.
Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given.
Retirement: Employees who wish to retire are required to notify their supervisor and Human Resources in writing at least one month before the planned retirement date.
Job abandonment: Employees who fail to report to work or contact their supervisor for three consecutive workdays may be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. The supervisor shall notify Human Resources at the expiration of the third workday and may initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible for rehire.
Termination: Employees of the College are employed on an at-will basis, and the College retains the right to terminate an employee at any time. See Article Employment Policies.
Return of College Property. The separating employee must return all College property at the time of separation, including uniforms, cell phones, keys, PCs, and identification cards.
The separating employee shall contact Human Resources as soon as notice is given to schedule an exit interview. The interview will be on the employee’s last day of work or another day, as mutually agreed on.
Accrued vacation leave will be paid in the last paycheck.
Health insurance terminates the last day of the month of employment, unless an employee requests immediate termination of benefits. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided. Employees will be required to pay their share of the dependent health, dental, and vision premiums through the end of the month.
Rehire. Former employees who left the College in good standing and were classified as eligible for rehire may be considered for reemployment. An application must be submitted to Human Resources, and the applicant must meet all minimum qualifications and requirements of the position, including any qualifying exam, when required.
An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire.