Human Resources

Termination of Employment

Voluntary Termination

A voluntary termination of employment is a termination initiated by the employee. A voluntary termination may occur:

  • by written resignation;
  • as a result of an absence from work for three or more consecutive workdays without notifying the College, barring any unusual circumstances that preclude timely notification to the immediate supervisor or department; or
  • as a result of a failure to return to work at the expiration of an approved leave of absence or any extension of leave granted by the College.

Trustee-appointed employees are requested to provide a three-month notice, although the College realizes this is not practical in all cases. In some cases, the College may accept an employee's resignation effective immediately or as of another date prior to the end of the notice period. In those cases, the College may compensate the employee at his or her usual salary rate for the notice period (or for any remaining portion of the period) to a maximum of three months salary, unless the employee's resignation is accepted early due to the employee's poor conduct or performance during the notice period.


The retirement policy of the College is consistent with federal law. There is no established mandatory retirement age.

Employees wishing to discuss retirement options should begin discussion with the Office of Human Resources at least three months before their projected retirement date.

Involuntary Termination

An involuntary termination is any termination of employment initiated by the College. An involuntary termination may occur as a result of an employee's unsatisfactory job performance or misconduct, or it may result from other reason(s) or circumstances, such as reduction in staffing levels or reorganization. Where practicable, the College will give three months notice in the case of a reduction in force or reorganization.

Reduction in Force

Should circumstances occur that require a reduction in force, criteria used to determine which employees to retain include, in the following order: (1) operational needs of the College, (2) demonstrated ability, and (3) seniority. Seniority may take precedence when the demonstrated ability to perform the required tasks is determined to be equal by the College. The determination of qualifications and ability will be made by the College.

Separation Interview and Final Pay

If an employee leaves employment with the College through resignation or retirement, or because of an involuntary termination, he or she is encouraged to schedule a termination interview with the Office of Human Resources. During this meeting, the employee will be informed of any termination benefits to which he or she may be entitled and any continuing obligations he or she may have, such as loans. Keys, books, ID cards, credit cards, and other College property must be returned at this time.

In cases of an involuntary termination, final pay is issued on the date of termination. In cases of voluntary termination or retirement, final paychecks will usually be issued on the next regular payday and mailed to the employee's home. Final pay includes payment for all hours worked since the employee's last payday and payment for any earned but unused vacation time. Final pay is reduced by taxes and other required legal deductions, authorized deductions (such as employee contributions to the premium cost of the group health plan) and the outstanding balance of any advance of salary (including vacation) or loan. Upon separation from employment, all debts payable to the College must be settled.