47 ENDING THE EMPLOYMENT RELATIONSHIP Separation from employment at the College may be voluntary or involuntary. In both cases, the College has developed fair and equitable policies and procedures in support of the transition. Please refer to the College Separation from Employment Policy and Appeal Procedure for Involuntary Separation from Employment. Voluntary Separation The College understands that varying circumstances may lead employees to voluntarily resign from employment. For full-time faculty and administrators, a letter of resignation should be submitted to the Supervisor with a copy to the VP for Human Resources and the College President at least thirty (30) days in advance of the contract or letter of assignment expiration date or the date of the proposed separation from employment. Approval of the Senior Leader or Vice President is required to waive the terms of an appointment during a contract or letter of assignment period. For support staff, a resignation letter should be submitted to the Supervisor with a copy to the VP for Human Resources and the College President at least two (2) weeks in advance of the proposed separation from employment. Retirement Employees planning to retire should notify their Supervisor of their intent to retire in writing with a copy to the VP for Human Resources and the College President at least thirty (30) days in advance of the contract or letter of assignment expiration date or the date of the proposed retirement. Approval of the Senior Leader is required to waive the terms of an appointment during a contract or letter of assignment period. Involuntary Separation There may be cases when employees are involuntarily separated from employment per the Separation from Employment Policy and Appeal Procedure for Involuntary Separation from Employment. Information about employee rights and appeals related to involuntary separation may be found in the College Separation from Employment Policy and Appeal Procedure for Involuntary Separation from Employment. During FY 2021, due to the impact of COVID-19, the Board of Trustees for Frederick Community College may be required to declare a state of financial exigency which requires the College to reduce expenditures including employee contractual obligations. A “financial exigency” shall mean any severe decline in College financial resources that compels a reduction in the operating budget to the extent that the College would be unable to meet existing financial obligations. In the event that the Board of Trustees is required to declare a state of financial exigency, the terms of an employee’s contract shall be subject to modification or cancellation as necessary in the College’s discretion to address the financial exigency.
RkJQdWJsaXNoZXIy MTc2ODM1