At the effective date of termination, any unused, accrued Paid Time Off 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.

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.

• Settlement of advances, petty cash funds, and other accounts receivable
• Return of institutionally-issued keys, access cards, IDs, credit cards, pagers, 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

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.

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.

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.

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.