Separation

  • Discharge 
  • Resignation 
  • Retrenchment 
  • Retirement 
  • Phased Retirement 
  • Abandonment 
  • Exit Procedures 
  • Reemployment 
Consistent with your employment at will relationship, the College may terminate your employment at any time, unless the relationship is governed by a written contract.  Nothing contained in this handbook will have the effect of altering the at-will status of employment.

See section on Exit Procedures.

Faculty members should refer to the most recent edition of the Faculty Handbook.  Union employees should refer to their bargaining agreement. 
If you plan to leave the College, you are required to notify your immediate supervisor and Human Resources Office in writing.  We suggest you do so at least one pay period in advance of your proposed departure.  This period will allow the College to plan for an orderly transition.

See section on Exit Procedures.

Faculty members should refer to the most recent edition of the Faculty Handbook.
Retrenchment occurs when financial exigency or a formal change in academic planning, such as changes in the institutional mission, substantial program changes, or major reallocations of resources for academic or support services, requires a reduction in programs and services.  If retrenchment requires the elimination of a position or a reduction in the College’s workforce, the College will attempt to advise you at least one month in advance of its intent to eliminate your position.

Wagner College will make a serious effort to help you if you're affected by retrenchment identify other employment opportunities within the College.  If no opportunity exists, or you refuse to accept an offer of employment to a position that carries at least an equal pay grade, you will be considered for future employment on the same basis as any other applicant through the normal employment process.

Faculty members should refer to the most recent edition of the Faculty Handbook.

See section on Exit Procedures.
Termination of employment is considered “retirement” if the termination marks the conclusion of your professional or working career and if you thereupon qualify for certain benefits.  Eligibility for such benefits is based on age, length of service, or a combination thereof.

You should notify your supervisor, as early as possible of your intention to retire, so that your department can prepare for the effects of your retirement.  You should contact the Human Resources Office at least six months in advance in order to establish a retirement date, confirm the number of years of service, so that arrangements for retirement income can be made in a timely fashion.

See section on Exit Procedures.

Faculty members should refer to the most recent edition of the Faculty Handbook's section on terminal leave.


Phased retirement is a work arrangement that allows employees near retirement age to make a gradual transition to full retirement.  The most common arrangement for phased retirees is part-time employment, typically 20 to 30 hours per week.

Wagner College, will consider requests for a phased retirement schedule from full-time administrative and staff employees meeting the following criteria:
  1. Minimum of 62 years of age.
  2. Minimum of 20 years of service.

The employee request should be submitted in writing to the supervisor, and a copy filed with the Office of Human Resources.  Any employee considering phased retirement should be aware how a reduced schedule might affect their benefits eligibility.

In those cases where an employee is granted a phased retirement schedule, there will be a three (3) month trial period.  At any time during this trial period, the employee may rescind the request or Wagner College may revoke the arrangement without prejudice.  It is understood that such work arrangement will not change my at-will employment status and will not extend beyond two (2) years.

While every consideration will be given to all applications, Wagner College reserves the right to deny a request for phased retirement, if granting it would negatively affect the functioning of the department, in the judgment of the Department Director and the Director of Human Resources.


If you are absent for three consecutive workdays without a leave authorized by your supervisor and you fail to report to work, or you fail to return from an approved leave without notifying your supervisor, you will be considered to have resigned without notice.
Terminations occur either through your voluntary resignation or retirement, or through action initiated by the College.  Upon terminating your employment relationship with the College you must follow the College’s exit procedure.
  • Before the last day of employment you should schedule a meeting with the Human Resources Office. This meeting will include a review of all fringe benefits (life insurance conversion, pension, continuation of group health care coverage through COBRA, payment of eligible accumulated and unused leave, unemployment compensation…) as well as an attempt to answer any personal questions you may have.
  • By the last day of employment, you are to return any borrowed or assigned College property to your supervisor.
  • On your last day of employment, you should visit the Human Resources Office for your Exit Interview.   Your opinion concerning all aspects of your employment at the College will be discussed.  Your viewpoint may assist us in improving working conditions and influencing future practices.  All keys and any corporate and/or ID cards will be collected at this time.
  • Only after you have returned all Wagner College property assigned to you, will you last payroll check be released.

 

Former employees who are reemployed by the College after a break in service, regardless of the duration, will be considered new employees.  Prior service will not be counted in benefits eligibility except as required by law or benefit plan document.