Resignation and Termination
We try hard to make your employment at the College mutually rewarding. Sometimes, however, despite the College's best efforts, employees leave because they want to leave. They move, find themselves in different circumstances, or simply want a change. So, too, as an at will employer, the College retains the right to enlarge, reduce, make changes in, or terminate employees with or without reason. .
If you voluntarily resign, the amount of notice you are required to give your supervisor is equal to your annual vacation accrual. If you do not give the appropriate notice you will lose your accrued vacation.
All Iona University property including but not limited to keys, business cards, ID badge, parking permit, cell phones, credit cards, tools, uniforms, library books and computer related equipment must be returned to your supervisor upon termination.
Upon separation from the College, employees may be scheduled for an exit interview with the Director for Human Resources to discuss their reasons for leaving and the coordination of applicable benefits. The purpose of the interview is to answer any questions you may have upon separation from employment, and to evaluate your employment experience.
References for Employees
The Human Resources Department does not release information on employees who leave Iona University, except the employee's name, job title, date employed and last day worked. No other information is released.
Employment records are retained for seven years after the employee separates from the College, in keeping with the federal and state law. After seven (7) years the College has no obligation to store personnel records.
Terminal Vacation, Sick and Personal Leave
When you terminate, all accrued vacation minus used vacation time will be paid in your final paycheck. If you have less than three (3) months of service, you have not earned any vacation time and are not eligible for terminal vacation pay. The termination date is defined as the last date actually worked and is not extended by vacation time or holiday pay. If an employee is involuntarily discharged from his or her position (for example, in instances of gross misconduct, violation of campus policy or unlawful activity), payment of terminal vacation may be denied.
The college does not pay out accrued but unused sick or personal time.