Managing Transition and Separation

A voluntary separation occurs when an employee leaves a job on their own initiative, through resignation, retirement or job abandonment. In accordance with the State Employee Grievance Procedure Act, voluntary separations are not grievable. For more information on grievance rights, see Clemson's Grievance Policy (PDF) or, when applicable, the Faculty Manual.

Supervisor Responsibility: Resignation or Retirement

• Handle the resignation professionally and expeditiously.
• Receive notice. (If notice is tendered verbally, document the notice.)
• Provide response to resignation in writing accepting the resignation.
• Forward the notice of intent to the college/division’s HR partner for processing as soon as is practicable.
• Complete all items on the Separation from Employment Checklist.
• Review and approve/deny requests to take paid or unpaid leave during the notice period preceding the resignation; assess whether absence during this crucial transition period will negatively affect the operation of the University.
  • Special Notes: Only when there has been a successful transition (knowledge transfer, closing or proper transfer of work projects and tasks, etc.) should time off be granted prior to the separation. Manage special cases where exceptions to this requirement should be made.

Review the Guidelines for Separating from Employment for guidance on all voluntary separations.

An involuntary separation occurs when the University removes an employee from a position against the employee’s will as in the end of an appointment or in disciplinary matters. In the case of involuntary separation, an employee with grievance rights retains those rights. For specifics on the grievance process, see Clemson's Grievance Policy (PDF) or, when applicable, the Faculty Manual. All involuntary separations require Office of Human Resources approval.

Supervisor Responsibilities:

• Coordinate all terminations for cause with Office of Human Resources Staff and Faculty Relations unit leading up to and during the separation
• Complete all items on Separation from Employment Checklist

Review the Guidelines for Separating from Employment for guidance on all involuntary separations.

Resources for Involuntary Separations:

• Managing Workplace Concerns
• Managing Performance Concerns
• Discipline for Covered Employees Policy (PDF)
• Discipline Policy for Non-Covered Employees
• The Faculty Manual
• Staff Performance Management Policy

Supervisor Responsibilities: Job Abandonment

• Days one and two of an unreported and unauthorized absence constitute a disciplinary issue and should be addressed according to the Discipline Policy applicable to the position.
• Supervisors are to report a no call/no show to Office of Human Resources (OHR) immediately and OHR will work with the department to take necessary steps to monitor, document and address the situation.
  • Proper procedure and documentation are critical should the absence continue to the point of job abandonment.
• If the employee fails to contact their supervisor and/or fails to submit appropriate leave documentation for a third consecutive day, it is assumed that the employee has abandoned their job, and OHR initiates a voluntary separation for the individual.

Resources for Job Abandonment

• Discipline for Covered Employees Policy (PDF)
• Discipline Policy for Non-Covered Employees
• The Faculty Manual

Review the Guidelines for Separating from Employment for guidance on all other separations such as:

• Expiration of Employment
• Non-Reappointment
• Death