Termination of Employment

Warnings, Discipline And Termination For Cause

Certain standards of performance and conduct must be maintained in any work group. These standards include the ability to adequately perform the duties of the job, appropriate attitude and professional behavior. Generally, these standards are recognized and observed by our employees without any need for action by the supervisor or Department Head. When an employee does not observe these standards, counseling or an informal reminder by a supervisor normally results in improvement.

When an employee does not respond, more formal action may be necessary as follows: Ordinarily, employees receive a letter of warning before they are disciplined or discharged for cause. This letter shall outline how the employee has failed to meet required standards. The letter shall advise the employee of the possible consequences of continued substandard performance or conduct. A copy of this letter will be filed with the Human Resources Office. Disciplinary action may be taken without prior warning if immediate action is warranted.

Included in any letter of warning will be a specific period of time that the employee will be given to improve his or her performance and conform to the required standards. At the conclusion of this period, there will be a review of the employee's performance with the Department Head. If performance is still unsatisfactory, the employee may be disciplined or dismissed.

If termination for cause is required, two weeks notice of dismissal normally will be given, but this period may be reduced or waived in extreme cases. Discharge without prior warning may be justified for very serious offenses. These include but are not limited to theft, dishonesty, conviction of a felony, willful damage of College property, willful harm to an employee or student.

Nothing in this section should be construed to alter the College's right to terminate an employee at will at any time.

Other Involuntary Terminations

Changes in policy, organization or department needs may force the College to terminate employment. Should this occur, and the probationary period has been completed, non-exempt employees will receive the following separation arrangement:

1. Notice of two or more weeks as appropriate for the department. The department head and the employee will determine together whether you will continue working during the notice period or will receive a lump sum payment.
2. Separation pay will be computed at the rate of one week for every year of service up to a maximum of sixteen weeks of salary.
3. Payment for any vacation time still due you in the fiscal year will be included in the final check. (Since employees are not eligible for vacation during the first three months of employment, this provision is not applicable if your employment is terminated during your first three months at the College.)
4. Retirement Plan contributions will continue during the notice period and separation pay period under the same arrangement as during active employment. During this period the College will also pay the COBRA rates for medical insurance. Thereafter you may remain on the medical plan at your own expense for the duration of the COBRA rights. Life and Disability insurances will not continue during the separation pay period.

Resignation

If you decide to leave your position at the College, please notify your Department Head in writing. If you have completed your probationary period, at least two weeks notice is required and earlier notice is appreciated.

Resignation And Termination Pay

Upon resignation with proper notice (at least two weeks) your final check will include payment for any vacation time still due you in the fiscal year. (Since employees are not eligible for vacation during the first three months of employment, this provision is not applicable if you resign or are terminated during your first three months at the College.)