Submit signed resignation letter, termination checklist, and any other applicable documents to Human Resources.
Follow the termination checklist to ensure all steps are taken including the collection of RIT property, ID card, closure of university financial and computer accounts, etc. The detailed termination checklist can be found on the HR Forms page.
At RIT we celebrate the milestone of employee retirement as a testament to dedication and contributions, and we actively support our retiring colleagues in embracing the next chapter of their lives.
No later than three months prior to the planned retirement date, the employee should contact the benefits team to discuss retiree benefits options. To ensure a smooth transition for the retiring employee and the University, employees should provide notice of their intention to retire in writing to their supervisor/manager as far in advance as possible.
At the time of retirement, supervisors should follow the Termination Checklist and process their employee's departure. Supervisors should direct any specific questions to their HR Business Partner. Any benefits questions should be directed to our benefits team.
To offer assistance with transitioning to this new chapter, the university has a Retirement Transition Program which is an optional phased-in approach to full retirement status available to regular full-time employees who meet retirement eligibility. Acceptance into the program is not automatic or guaranteed; a request may be denied upon the exclusive and sole discretion of RIT management. If approved, participation in the Retirement Transition program cannot be revoked by either the participating employee on transition or RIT, and at the end of a maximum of three years, the employee is required to retire.
If you have any questions about the Retirement Transition Program please see the University Policy above or contact the benefits team who will happily assist you.
RIT's approach to involuntary terminations is rooted in fairness and respect, ensuring that difficult decisions are made with careful consideration for both the individual and the university's overall well-being.
Termination of employment may result from, among other reasons, performance issues that are not corrected or employee actions that violate university policy or are otherwise serious. In cases where the nature and severity of the issue and/or a history of past infractions warrants, termination may be immediate.
It is not possible to list all situations that may lead to termination. Examples include, but are not limited to:
Destruction of university property
Theft of university property
Assault of any individual with a relation to RIT
Falsification of records or intentional deception of supervision
Reporting to work under the influence of alcohol and/or unauthorized use on university property
Reporting to work under the influence of drugs, except as prescribed by a physician, and/or unauthorized use of on university property
Misuse of university equipment/property for personal business
Repeated sexual, racial or other forms of harassment
Chronic absenteeism or tardiness
Repeated or continued poor performance
Blatant acts of insubordination
Threats of violence made to members of the RIT community
Possession of weapons on campus
Supervisors/managers should work closely with their HR Business Partner in any instance that may warrant involuntary termination.