Employment Termination Termination of employment is an inevitable part of business activity within the College, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment may be terminated: Resignation Voluntary employment termination initiated by an employee. Discharge Involuntary employment termination initiated by the College. Layoff Involuntary employment termination initiated by the College for nondisciplinary reasons. Retirement Voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the College. Exit Interview Spelman will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to Spelman, or return of Spelman-owned property. Suggestions, complaints, and questions can also be voiced. Employment At-Will Since employment with Spelman is based on mutual consent, both the employee and Spelman have the right to terminate employment at will, with or without cause, at any time. Employees will receive their final pay in accordance with applicable state law. Benefits and Separation Pay Separating employees will receive their final paycheck on the next scheduled pay date. In cases when the Office of Human Resources or Payroll is notified after the payroll deadline, the final check will be issued at the next pay date administratively possible. Employee benefits will be affected by termination of employment. Accrued but unused vacation will be paid with the final check or as soon as administratively possible. Health insurance coverage will terminate at midnight on the last day of employment. Certain benefits, as defined by COBRA laws and regulations, may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance. Policy No.  405  Effective Date:  9/1/2000  Revision Date:  6/1/2002