Skip to Main ContentSearch Site
Top

Office of Human Resources

  1. CCRI
  2. Department of Institutional Equity and Human Resources
  3. Employee and Labor Relations
  4. Employee Handbook
  5. Employment Termination

Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization.

If Terminating Due to Retirement:

The Office of Human Resources will generally schedule a retirement counseling session prior to the effective date. This session will afford the employee an opportunity to discuss such issues as employee benefits, conversion privileges, and retirement considerations. An exit survey will also be provided to collect confidential feedback from the employee regarding any concerns he or she may have.

The employee's supervisor is responsible for re-acquiring CCRI-owned property (employee ID card, office/building keys, etc.).

Employees will receive their final pay in accordance with applicable state law. All unused vacation time and a percentage of sick time (up to the specified maximum and in accordance with the payout formula specified by the appropriate collective bargaining agreement and the Board of Education Personnel Policy Manual) will be paid to the employee. The College does not reimburse for unused personal days.

If Terminating Due to Other Circumstances:

If an employee is terminating, an exit survey form is sent to provide the employee with an opportunity to voice issues or concerns confidentially. A personal interview can be arranged should the employee prefer that method. The employee's supervisor is responsible for re-acquiring CCRI-owned property (employee ID card, office/building keys, etc.)

Employees will receive their final pay in accordance with applicable state law. All unused vacation time will be paid out at the current rate of pay; unused sick and personal time are not reimbursed.

Some benefits, such as life insurance, may be continued directly through the benefit provider, at the employee's expense, and at the rate prescribed by the provider, if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.

In accordance with federal law, and with the exception of termination for gross negligence, all employees under the age of 65 will receive notification regarding their options under COBRA from the State's Division of Personnel.