9.0 Leaving Middlebury College
Middlebury College values employees' contributions to the successful operation of the College, expecting a productive and mutually satisfactory employment relationship. It is understood, however, that the employment relationship between Middlebury College and its employees is at-will, meaning that either the College or the employee may terminate that relationship with or without notice or cause, at any time.
Human Resources usually schedules exit interviews for employees leaving the College. The exit interview is a time to express suggestions, complaints, and ask questions. It also provides an opportunity to discuss employee benefits, conversion privileges, repayment of outstanding debts to the College, and return of College-owned property.
9.1 Voluntary Termination of Employment: Resignation
Resignation is defined as employment termination initiated by an employee who chooses to leave the College voluntarily. Employees who are considering leaving Middlebury College for any reason are encouraged to discuss their situation with their immediate supervisors before making a final decision.
If the employee voluntarily leaves the College, it is expected that as much notice as possible will be given. At least two working weeks' notice is customary for non-exempt (hourly paid) employees, while administrative and professional staff (salaried) are expected to give at least one month's notice. A letter of resignation addressed to the department head, stating the final date(s) of employment will be forwarded to Human Resources. Before leaving, the employee must visit the Human Resources office to make benefit transition arrangements and to turn in ID cards, keys, and any other College property.
9.2 Discharge
Discharge is defined as employment termination initiated by the College.
If an employee violates a basic College rule or demonstrates gross misconduct, the College reserves the right of immediate discharge without warning. Examples of summary discharge include:
- Conduct that is in opposition to the College's nondiscrimination statement;
- Insubordination or refusal to comply with a reasonable request given by the supervisor or College official, or abusive treatment of a supervisor or College official;
- Theft of College property, personal property, or theft of service;
- Falsification of records, time cards, claiming sickness or claiming benefits for self or others under false pretenses;
- Disorderly conduct while on the job;
- Deliberate, frequent, and/or recurring violations of stated safety regulations, even if they are not intentional;
- Absence and/or failure to return to work without notice for three days;
- Use or possession of, or being under the influence of illegal substances or alcohol while at work;
- Threatening physical harm, or actual physical violence to another member of the College community, on or off campus; or
- Breach of confidentiality, which is defined as releasing to unauthorized persons, or misuse of confidential information to which an employee is privy because of his or her job.
In all cases of separation, final CTO payout may be withheld until keys, ID cards, and other College property are returned to the supervisor or the Human Resources Office.
9.3 Retirement
The College has no standard retirement age. However employees who have met certain age and service requirements when they do retire from the College may be eligible for certain retiree benefits. In order to be eligible for retiree benefits an employee must:
a) have been employed by the College for ten consecutive years following the attainment of age 45; or
b) be a faculty member who has resigned from a tenured position to take a part-time position, regardless of age or years of service.
Retiree benefits may include continued participation in the College's medical and dental insurance programs, a retirement gift from the College, retiree lunch benefits, retiree I.D. card.
A retiree who has met the eligibility requirements for the dependent education programs will remain eligible for these programs.
Contact Human Resources for benefit eligibility details.
Middlebury College appreciates the advantages that phased retirement offers to both the employee and the College. Middlebury College is willing to work with employees on a case-by-case basis to assist them in a successful and fulfilling transition into retirement.
9.4 Reduction in Force
A Reduction in Force (RIF) is defined as the laying off of one or more staff employees. The purpose of the procedure is to ensure appropriate consultation and communication within the College community as well as to clarify procedures to be followed. The procedures go into effect at the time a possible RIF is announced. This procedure does not apply to seasonal employees, employees hired for fixed periods of time, or employees dismissed as an outcome of performance concerns.
see: Reduction in Force Procedure