Employees are employed at-will throughout their employment at the College. This means that you have the right to terminate your employment at any time, with or without cause or notice, and the College has the same right. Nothing will have the effect of changing the at will status of your employment other than a written agreement signed by you and the President specifically changing the at will status.
In order to permit a search process to be undertaken and to provide for the orderly transition of responsibilities to a successor, resignations should be submitted in writing to your immediate supervisor preferably at least two months before your proposed date of departure. In addition to agreeing upon a date of departure with your supervisor, you should provide a description of work in progress as well as any other information a successor will need. Participation in insured benefit programs normally ends on the last day of the month of termination of service.
For serious misconduct an employee may be terminated without notice and without recourse to the College's grievance procedure. Serious misconduct generally includes behavior or actions which could threaten the physical or mental well-being of members of the College community or the reputation or standing of the College.
When job performance or conduct falls below acceptable levels, notice will be given to the employee and made a part of the employee's permanent personnel record. Failure by an employee to be responsive to such notice will lead to further disciplinary action and/or termination. Such termination normally would be at the end of the annual appointment but could occur at any time as discussed between the supervisor and the employee.
An employee who has been terminated may file a grievance if it is felt that the College's personnel policies and procedures were not followed in handling the case. In such a situation your written grievance should outline the departures from those policies and procedures that occurred. The Committee will focus on establishing if the policies and procedures were followed, and will report the results of its fact finding to the Vice President. The employee will be notified in writing of the final decision made by the Vice President.
Although the College generally intends to follow the above guidelines for discipline and termination, nothing contained in this section will have the effect of altering the at-will status of your employment in serving at the pleasure of the President and the Board of Managers.
Under the Haverford College Retirement Plan, normal retirement is at age 65. The timing of an employee decision to retire is up to the employee and is not restricted by the College's retirement plan. When ready to retire, an employee should notify his or her supervisor and the Human Resources Office at least six months in advance so that arrangements for retirement income can be made in a timely fashion.
In order to review benefits and collect college property (i.e. keys and college documents), the Human Resources Office attempts to arrange a meeting with departing employees during the last two weeks of employment. Department heads are encouraged to hold a similar meeting.
Grievance Procedures :: Table of Contents :: Campus Services and Facilities