Staff Handbook

Voluntary Termination

Special Note: Any employee who ceases employment with Wofford College by reason of voluntary resignation or retirement is strongly encouraged to first reach out to the benefits manager in the Office of Human Resources to discuss benefit needs or continuation (if applicable). It is important to coordinate an employee’s last day of coverage with new benefits elsewhere or with the Social Security Administration to ensure for a smooth transition or to receive COBRA options timely.

With voluntary resignation or retirement, supervisors (or assigned) are to do the following:

1. Obtain the employee’s official notice of resignation in writing (email is acceptable).
2. Respond to the notice of resignation in writing (email) with the following:
   1. Accept the employee’s notice of resignation and their proposed last work day (if provided). If a last work day is not stated or provided, then the supervisor and employee may mutually determine one and the supervisor needs to state that date in the response.
   2. Inform the employee to reach out to the Office of Human Resources to coordinate exiting processes.
3. Supervisor needs to forward a copy of the employee’s notice of resignation and supervisor’s acceptance to the Office of Human Resources for the employee’s personnel file. Upon receipt, HR will reach out to the employee to discuss all required exiting processes (including an exit interview if the employee wishes).
4. Supervisors are to coordinate with the departing employee to collect/obtain all of the following on or before the employee’s last day:
   1. Collect (and provide to IT) all college issued property/equipment/tools (i.e., laptops, cell phone, tablets, etc.)
   2. Collect all college keys and uniforms (if provided).
   3. Obtain or have the employee destroy their Wofford credit card (i.e., purchasing card, department card, etc.)
5. After the last day of employment, the former employee will cease rights for usage or access to any and all of the applicable, above-referenced items or resources, regardless if any of those items remain in their possession.

Involuntary Termination

For all other separation of employment situations other than voluntary (i.e., job abandonment, discharge, etc.) supervisors are to do the following:

1. Contact the director of human resources and inform of the situation.
2. HR will provide guidance for appropriate next steps or options, including outreach to the former employee for obtaining all Wofford issued property.

Unemployment Compensation

Terminated, separated or furloughed employees, or employees that experience layoff or a significant reduction in hours, may be eligible for unemployment benefits and can contact the Unemployment Compensation Division of the South Carolina Employment Security Commission to inquire if they are eligible and how to apply for unemployment benefits.