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Termination
| Date: |
May 1, 1989 |
| Revision
Number: |
2 |
I. General
A. Associations or appointments with the Institution
may be terminated in several ways. This policy has been adopted to
provide for equitable treatment of all personnel at the time of termination.
B. A Check-Out Sheet must
be completed pior to leaving the Institution. Employees and Guests must
sign out with Human Resources. Students, Scholars and Fellows must sign
out with the Education Office.
C. In addition to completing the Check-Out Sheet, regular employees
may complete an Exit Interview Questionnaire and have an exit interview
with Human Resources.
D. The Check-Out Sheet is used to document the return to the
Institution of books, keys, credit cards, I.D. cards, etc., and provides
evidence of satisfactory settlement of any outstanding indebtedness, e.g.,
travel advance, education loans, personal purchases, etc.
E. Vacation or any other type of leave may not be taken in conjunction
with a termination except as noted in II(B). Any vacation or accrued leave
is paid in the final check.
II. Types of Termination:
A. Resignation: If an employee
voluntarily terminates service with the Institution, this is considered
a resignation. It is expected that an employee will give their supervisor
at least two weeks written notice. A copy of this notice is sent to Human
Resources for an employee, or the Education Office for a Student, Scholar
or Fellow. Anyone resigning from the Institution will be paid in full
on the next regular payday after termination.
If an employee elects to resign while on leave, termination will be
as of the last day worked at the Institution. (See Extented
Leave of Absence Policy)
B. Retirement: There is no mandatory
retirement age at the Institution. Normal retirement is the first of the
month coincident with or next following the employee's 65th birthday.
Employees have the option of requesting early retirement anytime after
age 55, providing the employee has a minimum of 5 years of Service as
defined by the Retirement Plan. Employees may request to use their accrued
vacation in conjunction with an impending retirement. Vacation will continue
to accrue if the employee returns to work on the last day prior to commencement
of retirement benefits. However, if the employee elects to terminate from
vacation, there will be no accrual of vacation during this pre-retirement
absence. Employees are to give Human Resources at least 3 months written
notice of intent to retire.
C. Involuntary: Will follow theInvoluntary
termination policy.
D. End of Temporary Appointment:
A temporary appointment is for a fixed term and is normally for less than
one year at a time. At the end of the specified period, an appointment
may be renewed, depending on the needs of the Institution.
E. Death: The Institution will
automatically process any insurance or retirement death benefits that
are due the employee's beneficiaries.
F. End of Term Appointment: A term
appointment is for a fixed period and implies no commitment by the Institution
for continued employment. This action applies to some Scientific and Technical
Staff appointments (See the Appointment
and Promotions Handbook "The Blue Book") and Graduate Research
Assistants who have left the graduate program (typically upon graduation).
G. End of Leave of Absence: Failure
to return from a Leave of Absence will result in termination.
H. Lay Off: A lay off may occur
due to lack of funding, reduction in force or lay-up of a vessel.
I. Removal from Payroll: This
action applies to employees who change to an unpaid guest status, or students
who change from research assistantships to fellowships or outside support
(e.g., M.I.T.).
III. Benefit Continuation:
A. Continuation and/or conversion privileges of health and life
insurance plans are available to Regular employees who leave the Institution.
- Coverage under the group life insurance policy stops 31 days the
day after termination of employment. Conversion privileges to a whole
life policy are available.
- Coverage under the group health plans will normally stop at the end
of the month in which the termination is effective. However, under the
Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), insured
employees and their eligible dependents who have coverage in the group
medical insurance plans may continue their coverage by paying the COBRA
premium cost for a minimum of 18 months up to a maximum of 36 months
depending on the reason for loss of coverage. Payment must be sent to
the Human Resources at the beginning of each month for that month's
coverage.
B. Specific questions on eligibility can be addressed in Human
Resources at the time of check-out.
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Should
you require assistance in the interpretation of this procedure,
please contact your Human Resources Representative.
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