Employee Resignation: An employee in good standing wishing to terminate their employment with the College must file a written resignation with his or her supervisor (at least two (2) weeks prior to the effective date for non-exempt employees and at least four (4) weeks prior to the effective date for exempt employees) stating specific reason(s) for the resignation as well as the effective date. The employee’s resignation must be forwarded promptly to the Chief Human Resources Officer. Failure of the employee to give such notice may result in denial of future employment with the College. (See “Exit Interview” and “Final Paycheck” sections.) Once an employee’s resignation is received in the Human Resources Office, effective with the next payroll, any outstanding debts owed to the College will automatically be deducted from the remaining paychecks to the extent allowed by law. (See Final Paycheck below for terminal benefit pay.)
Exit Interview. Human Resources may conduct an exit interview for employees terminating their employment regardless of reason, and includes discussion of employee benefits that may be continued by the terminating employees at his or her own cost and other issues as applicable. All College property such as keys, uniforms, credit cards, laptops, etc. must be returned to Human Resources by the last day worked.
Terminal Benefit Pay-Vacation. Time records and timesheets will serve as documentation of vacation hours due. For director level and above employees, a written request that has been approved by the employee’s supervisor is necessary. The Vice President for Finance and Business Affairs may review these requests. An employee may not use vacation time to extend his or her dates of employment.
Final Paycheck. The final paycheck for an employee who has resigned will be issued on the next regular payday. Final paychecks may be deposited directly, picked up at Rhodes Express or mailed at the option of the employee. The final paycheck will represent compensation for hours worked and accumulated vacation time up to limits allowed by the Vacation Policy and compensatory time minus outstanding debts to the College (bookstore balance, library fees, etc.) to the extent allowed by law. No payment will be made for unused staff sick leave. For most employees timesheets will serve as documentation of vacation hours due. For directors and above whose time is not tracked through payroll, a written request that has been approved by the employee’s supervisor is necessary. The request should be forwarded to the Human Resources Business Systems Analyst in the HR office.