2019-2020 Employee Handbook

Separation of Employment/Services No Longer Needed

Separation of employment is an inevitable part of personnel activity within any organization, and many of the reasons for separation are routine. The District Board of Trustees Policy Manual contains descriptive rules for separation. Below are examples of some of the most common circumstances under which separation of employment occurs:

Termination. A temporary job or an annual contract has ended, for which there was no promise of future employment; it is found one lacks the educational qualifications or experience for the position; records have been falsified; the employee is not compatible with the supervisor and/or co-workers; the employee is judged to be incompetent, or lacks efficiency or professional effectiveness; the employee is guilty of gross insubordination or negligence or has demonstrated willful neglect of duty; there is evidence of substance abuse (special consideration is given to employees willing to participate in a recognized Employee Assistance Program.); there is conflict of interest; or the character of the employee has brought discredit to himself or herself and/or the college due to misconduct, immorality, criminal or dishonest activity, conviction of any crime involving moral turpitude (as defined by Rule of the State Board of Education) or conviction of a crime that conflicts with assigned job duties or campus safety.

The supervisor of a noncontractual employee shall contact Human Resources who will assist in assessing the need to terminate. The supervisor must have consent of appropriate vice president, provost, director and the president. The president’s consent is not needed if termination involves OPS employees. The supervisor will then provide the employee with written notification of termination. A representative of Human Resources will accompany the supervisor. Keys and other college property will be collected at that time. The administrative procedure for Board Policy 6.11 can be viewed in the Personnel section of the Administrative Procedures Manual at www.Inside.CF.edu/procedures.

Resignation. The employee has accepted another job; has moved elsewhere; is unable to perform essential functions of position; is dissatisfied with the job, including working conditions or co-workers;. An employee shall provide advance written notice of his/her intention to resign to his/her immediate supervisor. Per Board Policy 6.15 – Terminal Pay, advance notice is defined as 20 working days for instructional personnel and administrators and 10 working days for career service and professional employees. Upon receipt of the notice to resign, the employee’s supervisor shall notify Human Resources of the employee’s intent to resign. Arrangements will be made by the supervisor to collect keys and any other college property prior to the last day of employment.

Prior to the departure, the full-time employee will have the opportunity to  participate in an exit interview to discuss the reasons for resignation. Human Resources will contact the full-time employee to discuss the effect of resignation on benefits.

Lay-off/Reduction-in-Force. Low enrollment in programs or classes; low placement of vocational or occupational students as required by the state; over staffing; reorganization; lack of funding; capacity to meet educational needs of the community.

Retirement. Voluntary or mandatory retirement. The former includes early retirement or disability retirement. Employees hired before July 1, 2011, are eligible to retire under the Florida Retirement System if 1) they have six years vested in the system and are at least 62 years of age; or 2) they have 30 years vested in the system before age 62. Employees hired on and after July 1, 2011, are eligible to retire under the Florida Retirement System if 1) they have eight years vested in the system and are at least 65 years of age; or 2) they have 33 years vested in the system before age 65.

Employees can qualify for early retirement if they are under 62 years of age and are vested in the system; however, they will receive a reduction of five percent for each complete year by which the early retirement date precedes the normal retirement date.

Death. Upon the death of an employee, the Human Resources and Payroll Offices will take appropriate steps to ensure that the beneficiaries' interests and rights are seen to expeditiously. This includes providing assistance with contacting insurance companies and the retirement system and processing terminal pay from the college.