Resignation is a voluntary separation from the University with notice on the part of the staff member.

A staff member paid on a weekly or hourly basis is expected to give at least two (2) weeks’ notice and a staff member paid on a monthly basis is expected to give at least four (4) weeks’ notice. Notice should be in writing.

A staff member who resigns is entitled to payment for any accrued but unused paid time off. There is no pay continuation or payment for unused sick days. If the effective date of resignation is a University holiday or falls during the special winter break, the staff member is not eligible for payment for the holiday or special winter break unless the staff member works the workday following the holiday or special winter break.

The resignation notification must be sent to the employee’s supervisor and GSE-HR and must include the following:

• Last day of work (cannot be PTO day; must be last day in the office)
• Reason for leaving.

It is good practice for the supervisor to acknowledge the resignation in writing.

GSE Human Resources will then contact the employee to confirm the information and setup a voluntary exit interview.

Benefits Continuation

Benefit coverage (i.e. health insurance coverage) ends on the last day of the month that you are employed. For example, if your resignation date is December 15th, your last day of coverage is December 31st.

The University complies with the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) by extending to eligible staff and their eligible dependents the right to continue benefit coverage under the medical, dental and vision plans if coverage would be lost by reason of a qualifying event. Coverage is available for the period prescribed by law (18 or 36 months) at the individual’s expense, including an administrative charge. Eligible staff members are those eligible to enroll in one or more of these plans when a qualifying event occurs. Qualifying events include voluntary or involuntary termination, other than for reasons of gross or serious misconduct; voluntary or involuntary reduction of hours of work; death; divorce; a dependent child’s loss of dependent status; and an employee’s election of Medicare benefits as his or her primary coverage.