R-MC Human Resources: Staff Handbook

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SECTION 13 - TERMINATION OF EMPLOYMENT

13.1 Voluntary

1. Resignation

   Staff members resigning for any reason are expected to give a length of notice that is appropriate to their level of responsibility. Terminal pay will be made through the effective date of resignation.

2. Retirement

   In order to have “retiree status” from the College, an employee must meet both a minimum age of 55 years and have a minimum service of 10 years of continuous service as an Employee, and the sum of such Employee’s age and years of service is at least 70. See Section 8.3 for more information regarding retiree benefits.

13.2 Involuntary

1. Resignation

   Employees who are asked to resign may receive severance pay in an amount determined by length of service, as follows:

   
   

   Years of Service	severance pay
   0 to 1	2 weeks
   +1 to 5	1 month
   +5 to 10	2 months
   more than 10	3 months

2. Dismissal

   Employees of the College who do not have a contract of employment with the College may be terminated at any time, for any reason or no reason. Such employees may be terminated as part of a chain of discipline or without prior disciplinary action, when their actions, in the College’s judgment, warrant immediate termination. Unless an employee has been dismissed for illegal behavior, dismissed employees will receive two weeks of severance pay. Dismissals must be approved by the respective senior administrator reporting directly to the President of the College or by the President.

3. Layoffs

   Should circumstances require the College to reduce its work force, employees affected will be notified in advance whenever possible. If you should ever be laid off and the College would make every effort to avoid such a contingency you should see the Director of Human Resources to determine your eligibility for College benefits.

4. Inability to continue service

   If you should become physically or psychologically unable to continue work, you should contact the Director of Human Resources to obtain assistance in filing for short-term or long term disability benefits, if eligible, and to determine your eligibility for other College benefits.

13.3 Employee Responsibilities Following Termination

You have certain responsibilities when your employment at the College terminates for any reason. These responsibilities are outlined and explained below.

1. Exit Interview

   The Director of Human Resources will attempt to conduct an exit interview with every employee who leaves the employment of the College. This interview will allow you to discuss the conditions surrounding your leaving employment of the College, alert you to options concerning the continuance of benefits, and to settle any outstanding business between you and the College as outlined below.

2. Removal of Personal Property

   When your employment ends, your status becomes that of a visitor to the campus. As a result, you must immediately remove all personal belongings from your desk or other areas of the campus.

3. Return of College Property

   When your employment at Randolph Macon is terminated for any reason, you must return all college property such as keys, uniforms, identification cards, credit cards, cell phones, laptops, or handbooks. You should also remove your motor vehicle registration decal. Persons who are retiring may keep their motor vehicle registration decals but are encouraged to re-register their vehicle(s) with the Campus Safety Office annually.

   If you expect to be absent for a period of more than 30 days, you should also turn in all College property to your supervisor.

4. Vacating the Premises

   In the event of involuntary dismissal, you must immediately return college property and promptly leave the campus after removing personal property, even if you would prefer not to do so.

5. Obligation of Debts to the College

   If you have any outstanding business between you and the College, you should discuss these with the Director of Human Resources in order to make arrangements for their payment. Examples include arranging payment of accrued, unused vacation or personal/family leave, repayment of salary advances/loans, or unaccrued vacation or personal/family leave you may have used in advance. Termination of employment does not relieve employees of other financial obligations such as fines for lost library books or parking tickets.

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