Separation of employment is an
inevitable part of business activity within the College, and many of the
reasons for termination are routine. Below are examples of some of the most
common circumstances under which employment may be ended:
termination initiated by an employee.
termination initiated by the College.
termination initiated by the College for non-disciplinary reasons.
Voluntary employment termination
initiated by the employee meeting age, length of service, and any other
criteria for retirement from the College.
Spelman will generally schedule
exit interviews at the time of employment separation. This is an opportunity to
discuss various matters such as benefits, repayment of outstanding debt to
Spelman, allow for the return of Spelman-owned property, and provide a platform
for suggestions, complaints and/or questions.
The provisions in this policy
and the Employee Handbook constitute the terms of your employment and supersede
any prior representations or agreements by anyone, either oral or written.
These terms of employment are not subject to modification or change of any
kind, unless specified in writing, and signed by you and the President of the
Also, the State of Georgia is an
at-will state, and Spelman College is an at-will employer. This means that you
can end your employment relationship with the College at any time, for any
reason, with or without notice or cause. Because this is not a contract, the
College may end your employment at any time, for any reason, with or without
notice or cause as well.
Benefits and Separation
Separating employees will
receive all accrued unused vacation pay in their final paycheck on the next
scheduled pay date. In cases when the Office of Human Resources or Payroll is
notified after the payroll deadline, the final check will be issued on the next
Health insurance coverage
terminates at midnight on the last day of the month in which the separation occurs.
All other benefits terminate on the last day the employee works. However,
certain benefits may be converted to individual plans and/or continued for a period of time under COBRA. Information including the
terms and conditions for conversion of plans and COBRA will be mailed to the
employee’s home. For additional information regarding benefits, please contact
the Office of Human Resources.
Policy No. 405 Effective Date: 9/1/2000 Revision Date: 4/4/2018