D. Procedure To Terminate An Employee
Normally, employees who are to be terminated by the institution shall have a two (2) week working notice afforded them. This does not apply to those employees being dismissed for policy infraction. Should the presence of an employee who is to be terminated create a disruptive force within the office, a Supervisor may recommend two (2) weeks paid notice and have the employee leave immediately. This is contingent upon availability of funding within the affected area.
Supervisors must report, in advance, all decisions regarding resignations, dismissals, suspensions or unsatisfactory completion of the provisional period to the Director of Personnel and the Administrative Supervisor.
Appropriate notification must be submitted promptly to stop payroll checks to the employee and to allow the Personnel Office to comply with the Georgia Department of Labor reporting requirements. If an employee quits without notice, the Supervisor should telephone the Personnel Office so that payroll checks can be stopped immediately.
Supervisors are responsible for assuring the terminating employee completes the Employee Checkout Form.
An exit interview should be scheduled with the Director of Personnel on or before the employee’s last day worked. During the exit interview with the employee, the Director of Personnel can discuss conversion of benefits privileges, repayment of outstanding debts to the College, and/or the return of College property. The employee can make suggestions or complaints, and ask questions. The exit interview will be conducted in compliance with the College’s Equal Employment/Affirmative Action policy.
Any pay for accrued vacation time (up to a maximum of 360 hours) will be paid in a lump sum to the employee on the next regularly scheduled payroll.
If the employee is entitled to continue any group benefits at the employee’s expense, the employee will be notified in writing of the benefits that may be continued and of the conditions and limitations of continuance.