All exiting employees (full-time and part-time) must submit a written letter (or email) of resignation to their supervisor and Human Resources indicating the last day worked and reason for leaving. If the employee does not provide advance written notice, the employee's supervisor should notify Human Resources of the separation in writing.
Full-Time Employees
Upon resignation or termination from benefits-eligible full-time employment, employees must complete all steps of the college exit process below to
ensure a smooth transition. All exit documentation should be faxed to your HR Consultant
at 972-985-3778 and the originals should be sent in interoffice mail to HR at CHEC.
**Please note, your final paycheck will not be processed until all items on this list
are complete and exit documents have been submitted to HR.
- Collin College Important Exit Information
Review the Collin College Important Exit Information - Collin College Exit Clearance Form
Print and complete the Exit Clearance Form for all applicable items by obtaining a signature from the department shown on the form - Collin College Employee Exit Survey
Complete the Collin College Employee Exit Survey prior to your final day of employment - Collin College Pubic Access Option Form
Print and complete the Public Access Option Form - TRS Notice of Final Deposit and Request for Refund Form
After fully reviewing the impact of withdrawal, if you choose to withdraw your Teachers Retirement System account, please print and complete the TRS Notice of Final Deposit and Request for Refund Form. NOTE: The form MUST be notarized and returned to the HR department. - Collin College Change of Address Form
If your address will be changing, print and complete the Change of Address form to ensure you receive all paychecks, COBRA information, TRS information, W-2's, etc. - Notice to Employees Leaving Employment at Collin College
Prospective retirees should review and complete this form and return it to HR at CHEC within 30 days of eligibility. - Send a copy of your current time-sheet and/or recent Application for Leave forms to Human Resources.
College district employees may be dismissed or subject to disciplinary action during the term of the contract or period of work for good cause.An employee's supervisor shall use the college district's disciplinary procedures to initiate and process disciplinary actions.
Faculty
Termination of Teaching Faculty :
Annual teaching faculty compensation is based on a contract period of 170 days. Final
pay is prorated based upon the actual days worked by the terminating faculty member
if the contract period is not completed.
Voluntary Separation- Faculty
Teaching faculty members requesting to terminate employment with the college must
submit a letter of resignation to the president by March 2 of that academic year.
Involuntary Termination - Faculty
DMAA LOCAL: Term Contracts: Dismissal
Non-Renewal of Teaching Faculty
DMAB LOCAL: Term Contracts: Nonrenewal
DDA LOCAL: Contract & Non-Contract: Term of Contract (Multiyear)
Teaching faculty on one-year contracts will be notified in writing of renewal or non-renewal of their contract for the subsequent academic year by March 15.
Teaching faculty do not have a property interest or other interest in employment beyond the term of that teaching faculty member's written contract
Teaching faculty on multi-year contracts will normally be notified in writing of renewal or non-renewal of their contract for the subsequent year by the later date of January 31 or the 30 days following receipt by the president of the final report of the Council on Excellence. In any case, notification will not be later than the last day of classes in May.
Staff
Termination of Non-Teaching Employees/Staff
DD Local: Contract & At-Will Employment
Non-teaching faculty are employed on an at will basis.
Voluntary Separation (Staff)
Staff who voluntarily terminate must submit a letter of resignation to their immediate supervisor with a copy to Human Resources. Professional notice of at least two weeks for staff and four weeks for administrators is expected.
Annual staff compensation is normally based on an employment period of 261 days. Final pay is prorated based upon the actual days worked by the terminating employee if the employment period is not completed.
