Termination Policies

Accrued Paid Time Off

At the effective date of termination, any unused, accrued Paid Time Off, not to exceed eighty (80) hours, is converted to the cash equivalent and paid out as part of the final payment except in the case of involuntary termination for cause in which case the accrued balance is forfeited.

No additional benefits are paid on the final paycheck.

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Holiday Pay
To be eligible for holiday pay near the end of employment, a terminating employee must work a minimum of 5 work days after the holiday.  Employees who are going on a leave of absence must work at least two full weeks prior to the holiday to receive holiday pay.

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Continued Rights

Upon termination of employment, employees may continue the group health plan and/or the tax sheltered medical and dependent care reimbursement program at their own expense. Refer to the Financial Policies section of this handbook.

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Exit Interview
If you leave CSP, both you and CSP will be expected to follow certain procedures. Those procedures depend on the circumstances under which you leave. Employees leaving CSP are required to report to the Human Resources Department for an exit interview. The function of this meeting is twofold: to provide a formal setting for the transfer of much vital information and institutional property; and for the debriefing of the departing employee to permit the institution to learn from this employee for future planning and policy provision. Topics to be included should cover the following range as appropriate:
  • Settlement of advances, petty cash funds, and other accounts receivable
  • Return of institutionally-issued keys, access cards, IDs, credit cards, telephones, uniforms, badges, computers, terminals, and other equipment
  • Settlement of final wages earned and benefits payable
  • Provision of forwarding address for any personal mail, tax reporting forms, and the like

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Retirement means separation from CSP under a university-sponsored retirement plan. When you make the decision to retire, notify the Human Resources Department at least 90 days in advance. The Director of Human Resources will help you obtain information on the various pension options and other benefits.

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Voluntary Resignation
Voluntary resignation occurs when an employee voluntarily ceases employment with CSP. When possible, employees who wish to resign should submit a letter of resignation to their supervisor at least two weeks before they plan to leave, with a copy to the Director of Human Resources. CSP would appreciate such official notification as early as possible to permit an orderly transition for the employee and the employer, with minimal impact on the employee’s colleagues.  The University reserves the right to advance an employee-tendered ending date at its sole discretion.

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Involuntary Termination

When a supervisor initiates a recommendation of termination for an employee at will the supervisor will consult in advance with the Director of Human Resources to provide the reason(s) why the recommendation is being made. If the termination is due to a change in institutional policy or program, the Director of Human Resources will be alerted as early as possible in the process to permit alternatives to be reviewed for both the employee and the institution.

If the employee is serving under a written contractual arrangement, a recommendation for termination by the supervisor will be made to the Director of Human Resources. This recommendation will indicate the reason for recommending the termination of the contract.

Employees who have been involuntarily terminated from employment with CSP have a right to request in writing the truthful reason for the termination.

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Release occurs when CSP ends an individual’s employment because of a reduction in the work force, the end of an assignment, or reorganization.

Whenever possible, CSP will attempt to provide two weeks written notice to an employee whose position is being eliminated or substantially changed in content and/or work schedule. Under certain conditions, however, less notice may be necessary.

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Reassignment occurs when CSP transfers an individual’s employment to a similar position in a different department to realign the workforce and better meet the business needs of the University. Whenever possible, CSP will help facilitate the transition so that the daily operations of both the releasing and receiving departments are least impacted.

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Discharge means separation due to serious breach of university policy or standards of behavior, including but not limited to insubordination, dishonesty, or gross misconduct. Advance notice is not required.

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