Separation of Employment


At-Will Employment

Employment with Bristol Community College [“the College”] is voluntary and subject to termination by the employee or the College at will, with or without cause, and with or without notice, at any time. Nothing in this policy shall be interpreted to conflict with or to eliminate or modify in any way the employment-at-will status of College employees.

Voluntary Termination

A voluntary termination of employment occurs when an employee submits a written or verbal notice of resignation, including intent to retire, to their supervisor or when an employee is absent from work for three consecutive workdays and fails to contact their supervisor (job abandonment).

It is expected that:

  • Classified employees will submit their letter of resignation at least two (2) weeks prior to the time of termination.
  • Unit Professional and Non-Unit Professional employees will submit their letter of resignation at least a month in advance.
  • Faculty and Adjunct Faculty will submit their letter of resignation in time to allow the College to find a replacement and not disrupt student progress.

Involuntary Termination

An involuntary termination of employment is a College-initiated dismissal with or without cause. 

Termination for cause is subject to procedures for discipline as indicated in the appropriate agreements negotiated between the Board of Higher Education and:

Probationary Period

New employees serving a probationary period may be terminated at will.

Grant Funded Positions

Persons employed under grant funds are subject to involuntary termination as described above. In addition, they cannot continue to be employed when the funding for the grant ceases.

Exit Interviews

Exit interviews are a valuable tool used to collect input from departing employees regarding their experience working at Bristol Community College. These interviews are voluntary and can be made at the request of the employee or Bristol Community College. Upon request, a Human Resources representative may conduct the exit interview. Answers will not become part of the employee’s personnel file. Human Resources will utilize exit interviews to identify trends and/or noteworthy issues. As necessary, information on these trends may be shared anonymously in order to improve the work environment.