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Separation of Employment

Resignation or Dismissal: The College has generally two categories of employees.

The first category of employees are generally referred to as staff and are at-will employees who are legally entitled to resign after giving the required period of notice to the College. Resigning employees are encouraged to provide no less than two weeks’ notice, in writing, to facilitate a smooth transition out of the organization. Leave will not be approved for employees in the last two weeks of employment. Some positions may require several months of transition while others may only require the obligatory two week notice. The College retains the right to terminate an employee at any time.

The second category of employees are contracted employees who sign an agreement for employment for a fixed term, typically faculty working 9, 10, 11, or 12 months. During the period of this agreement, the College may not terminate a contracted employee without cause nor may the employee who has agreed to work for a fixed term resign without cause (see Dismissal of Contracted Employees). Contracted employees wishing to resign their employment prior to the end of the contract may only do so with the permission of the President of the College and mutually agreed upon satisfaction of the legal obligations the contract requires. These obligations include compensation of an appropriate amount to the College for the cost of obtaining a replacement and other expenses related to the process.

Retirement: The decision to retire from the MOSERS system is an important step in an employee’s career and requires working closely with MOSERS to understand all options available and meet all required deadlines. MOSERS does not communicate an employee’s decision to retire to the College. Employees who have decided 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 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. Contract employees who abandon their position before the end of the contract term will be responsible for damages associated with the breach of contract.

Rehire: Former employees who left the College in good standing and were classified as eligible for rehire may be considered for reemployment. 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.

Return of College Property: The separating employee must return all College property at the time of separation, including but not limited to uniforms, cell phones, keys, electronic devices, and identification cards.

Exit Interview: Human Resources will  contact the separating employee to schedule an exit interview  on the employee’s last day of work or another day, as mutually agreed on.

Accrued Vacation: All compensable leave will be paid in the last paycheck or as soon as administratively possible.

Leave Reciprocity between State Agencies: The College will accept the transfer of hours of leave from several other state agencies. The College will accept up to 96 hours of vacation and unlimited sick leave from participating agencies. Employees may likewise choose to transfer vacation and sick leave to a participating agency upon termination if eligible.  .

Health and Welfare Benefits: Health and welfare benefits terminate on the last day of the last month of employment. Employees will be required to pay their share of any elected dependent and voluntary benefit premiums through the end of the month of termination. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided upon termination of employment.



Responsible administrator or office: Human Resources

Contact person in that office: Amy Ames


January 2022

Approved by President: January 2022


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