Termination of employment

Resignation

An employee who decides to resign from a position at Clark should provide a minimum of fourteen(14) calendar days’ notice prior to their departure. Notice should be submitted in writing (email or letter) to your immediate supervisor and a copy set to hr@clarku.edu. Your notice should include your intended last day of work.

While we request notice as a professional courtesy, all employment with Clark University is “at-will,” meaning either the employee or the company may terminate the employment relationship at any time, with or without cause or notice. Providing notice does not change this status.

Discharge

An employee may be discharged for reasons that include, but are not limited to, performance deficiencies, violation of policy, failure to adhere to conditions of employment, or serious misconduct. In most cases, a meaningful effort to address the issues will precede discharge though in serious cases, discharge may occur without prior corrective action. Supervisors should consult with the Office of Human Resources and Operational Excellence prior to taking such action. At Clark’s discretion, employees who have been discharged may become ineligible for rehire. 

Reduction in force

From time to time, a reduction in the workforce may be necessary.  The reductions can result from a change in the nature of University programs and activities, or from budgetary restrictions or from expiration of a grant or contract.

In cases of reduction of the force, an employee may be offered a vacant position of similar responsibility provided that, in the judgment of the Office of Human Resources and Operational Excellence, the employee has the ability to perform the work on the basis of qualifications and previous performance evaluations.

If the University recalls an employee who has been terminated due to reorganization or reduction in work force within one year from the date of termination, that employee’s seniority—in terms of eligibility for benefits—will be reinstated to the level it was at the date of termination.

Retirement

Clark University complies with state and federal laws, which prohibit discrimination on the basis of age.  Massachusetts law eliminated the mandatory retirement age for most employees.  An employee may retire voluntarily at any time.

If you plan to retire, please notify your supervisor and the Office of Human Resources and Operational Excellence as soon as possible, preferably 5-6 months prior to the date of retirement.  The Office of Human Resources and Operational Excellence provides pre-retirement information and guidance.  You are encouraged to request information regarding the University’s retirement plan, Social Security, medical insurance and other benefits effective during retirement.

Exit feedback process

Following the submission of your formal resignation to hr@clarku.edu, you will receive an email containing a link to an anonymous exit survey. This survey is a critical tool for us to understand and improve the employee experience. Additionally, you have the option to schedule a personal exit interview with a representative from the Office of Human Resources and Operational Excellence to discuss your time at Clark University in more detail.

University property

All University property—keys, laptops, credit cards, I.D., etc. must be turned into your department head or the Office of Human Resources and Operational Excellence or the designee(s) prior to receiving your final paycheck.

Bridging of service and re-employment

Re-employment within one year

Regular full-time employees who return to Clark University within one year (365 days) of their separation date are eligible to have their prior service recognized. To qualify for this bridging of service, the employee must have completed at least one year of regular full-time service prior to their departure. Upon rehire, the prior years of service will be added to the current tenure to determine the total length of continuous service.

Re-employment after one year

If the break in service is one year or longer, the individual is considered a new employee. Employees rehired after such a break will be treated as new hires for all purposes, including but not limited to benefit eligibility, leave accrual rates, and recognition programs.