A. Voluntary Separation: Resignation

B. Involuntary Separation: Termination

Separation from employment at Trinity College occurs voluntarily and involuntarily. In all cases, Trinity College requires an employee to participate in an exit interview at the time of separation so that the details of benefits, compensation, and closure of work-related duties can be attended to in a timely and professional manner.

A. Voluntary Separation: Resignation

An employee who decides to leave a position at Trinity has an obligation to the College to provide timely notice, and to fulfill the wrap-up of duties and responsibilities with professionalism.

For persons in positions of management responsibility, at least one month’s notice is necessary, and for senior executive staff, notice of at least three months is appropriate.

For all other staff positions, at least two weeks’ notice is required.

All employees who leave Trinity have an obligation to turn-in credit cards and keys, to leave files and papers in good order, and to ensure that all computer equipment, software and electronic files are accessible and ready for a successor.

B. Involuntary Separation: Termination

All staff employees who do not have specific contracts are employed at-will, and Trinity may choose to terminate such positions at any time without cause.

New employees who are within the 90-day probationary period may be terminated without cause or notice.

Employees past the 90-day probationary period may be terminated without cause and Trinity will normally provide at least two weeks’ notice. Trinity may provide additional time as circumstances warrant.

Employees may also be terminated “with cause,” which are cases usually involving serious non-performance of duties, misconduct on the job, dishonest conduct, criminal conduct, or violations of Trinity’s policies that include termination provisions. Employees terminated with cause may be asked to leave the premises immediately if necessary.

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Trinity College reserves the right to interpret or change the policies stated in this Handbook as the need arises. This document is not a contract.

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