Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
Employee Handbook Printer Friendly Version
Leaving Connecticut College
 Termination of Employment
 Anyone who leaves the employment of the College must return all college property to the appropriate college official prior to leaving campus. This property may not be transferred to another employee. An exit interview/benefits review is conducted with the Office of Human Resources. When appropriate, the College will withhold the amount of outstanding obligations of the employee from his/her final paycheck.
 A termination period of less than 90 consecutive days would enable an employee who voluntarily terminated to have seniority and benefits reinstated at the same level if they are re-employed in a comparable position. Seniority and benefits would then begin on date of re-hire.
 A break in service means having left the employ of the College for 90 consecutive days or more. Seniority and benefits would begin on date of re-hire.
 Resignation or Dismissal
 After the 90-day adjustment period, the College requests hourly employees to provide at least two weeks written notice of intent to resign. All other employees are requested to provide at least one month notice of intent to resign.
 Employment with the College is not for any specific period of time, but rather is considered to be at will. You may terminate your employment at any time, and the College may terminate your employment at any time for any legal purpose.
 Grounds for Suspension and Dismissal
 The College issues an appropriate warning or suspension when an employee is not meeting the requirements of the position or conditions of employment. Disciplinary action, up to and including dismissal, depends on the nature and severity of an offense. These disciplinary actions may occur without prior warnings when, at the discretion of the College, circumstances deem it necessary.
 Retirement Benefits
 The College has no mandatory retirement age. If you are anticipating retirement, you should give three to four months written notice to your department head and schedule an appointment with the Office of Human Resources.
 Although the standard retirement age is 65, you may retire at an earlier or later age and elect income options through the College's retirement plan (if enrolled). Note: tax-deferred dollars withdrawn prior to age 59 ½ may incur taxes and early-withdrawal penalties.
 If you retire with at least 15 years of continuous service to the College and have reached 60 years of age, you are entitled to:
  • a permanent identification card to continue your campus privileges,
  • remain listed in the College directory,
  • be eligible for enrollment in one course per year with tuition remission, and
  • use of College facilities.
 If you wish to receive selected College publications, contact College Relations.
 Employees who retire at age 60 or older with at least 20 years of continuous benefits-eligible service at the College will also be eligible for continuation of the College Health benefits. The retiree, and/or eligible dependent spouse, may continue group health benefits at an employee/college shared premium cost. Employees and/or an eligible dependent spouse under the age of 65 may continue coverage through the College group plan for the active employees and upon reaching age 65 will be transferred to the Medicare Supplemental health plan. Retired employees and dependents must apply for Medicare coverage upon reaching age 65.
 Continuation of Health Benefits (COBRA)
 In April of 1986, Congress passed the Consolidated Omnibus Budget Reconciliation Act (COBRA). One of the provisions of this Act requires employers to allow terminated employees (for reasons other than gross misconduct) and dependents who would otherwise lose their health insurance coverage to continue group coverage. This means that you may continue these group health benefits at your own cost for at least 18 months if your employment terminates for any reason except gross misconduct.