VOLUNTARY AND INVOLUNTARY PERSONNEL ACTIONS
RESIGNATIONS: Employees who resign for any reason should give as much notice as possible. The minimum notice is two weeks, but a shorter period of time may be agreed upon in writing between the supervisor and the employee in consultation with the Human Resources Department. However, due to the time it takes to recruit, select, place, and train a new employee into the vacant position, it is the policy of the College to encourage employees to give up to a four week notice when possible.
DISMISSAL, DEMOTION OR SUSPENSION: Dismissal, demotion or suspension of Staff members is at the discretion of the employee’s immediate supervisor in consultation with the Director of Human Resources. Such actions are taken when the supervisor determines that the employee’s performance of duty or personal conduct is unsatisfactory.
The employee shall be informed in writing of the reasons for the action taken and notified of their right of appeal of the action to the next highest authority. The personnel action taken by the supervisor takes effect while the matter is being appealed. An employee who has been dismissed or suspended without pay and is later reinstated shall be entitled to recover back pay unless the President or his designee determines otherwise.
Employees must make a request to appeal a dismissal, demotion or suspension within 15 working days following the adverse personnel decision of his immediate supervisor. The general practice of the College is to appoint an impartial Board of Review to hear the matter, however the President may elect not to appoint a Board of Review and support the personnel action of the supervisor. Boards of Review are appointed only after all administrative channels for hearing appeals have been exhaustive.
REORGANIZATION, PROGRAM MODIFICATION OR FINANCIAL EXIGENCY: All employees who are terminated, demoted, or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the President of Georgia Highlands College or his designee, shall not be governed by the procedures described in the Dismissal, Demotion or Suspension section of this handbook or the Appeals section [Board or Regents Policy 805]. Such employees shall, however, have the right of appeal to the Board of Regents as provided in Article IX of the Bylaws of the Board of Regents.
Employment actions in this section (Voluntary and Involuntary Terminations) regarding faculty members are covered in the Georgia Highlands College Statutes or are otherwise governed by Board or Regents Policy.