Employee Departures

Employee separations refer to the process by which an employee's association with the university ends, whether due to a voluntary resignation, retirement, or involuntary separation.

The university recognizes and supports voluntary separations as a natural progression of individual career paths, and we are committed to facilitating a positive and collaborative transition.

Employees are expected to provide reasonable notice, submitted in writing, to their supervisor/manager.  Notice periods are generally one month for exempt staff and two weeks for non-exempt staff.

To determine continuation of certain benefits beyond active employment, see When Coverage Ends or contact the benefits team for further questions.

Procedures

Employees

• Provide written notice to the supervisor/manager
• Work closely with the supervisor/manager throughout the notice period to ensure a smooth transition

Supervisors

• Complete and submit the Employee Departures Oracle form in RIT Supervisor Self Serve as soon as notice is received.
• 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. 

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.

University Policy E35.0 Retirement Transition Program

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
• Fraud
• 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.