Separation of Employment

Resignation

While the District anticipates that employment will constitute a mutually advantageous experience, various factors may prompt employees to voluntarily tender their resignation. Employees intending to resign are encouraged to furnish the contractually stipulated notice, ideally in written form, to facilitate a smooth transition from the District. The administration reserves the authority to compensate an employee with remuneration in lieu of notice in situations where operational or business exigencies necessitate such a measure. Should an employee provide notice of a duration less than that mandated, the employer may deem it imperative to inform the New Jersey Department of Education (NJDOE) for certified employees, in accordance with New Jersey Statutes 18A:28-8.

Retirement

Employees who intend to retire are required to submit written notification to both their immediate supervisor and the Human Resources Department, in accordance with the timelines and procedures outlined in the applicable collective bargaining agreement.

Additional details regarding retirement procedures, benefits, and post-retirement considerations are provided in the following section of this handbook.

Job Abandonment

Employees who fail to report for work and do not establish timely communication with their supervisor may be deemed to have relinquished their position without prior notification. In such cases, the supervisor is required to notify the Human Resources Department and initiate the necessary documentation to support the termination of employment. 

Termination

Non-Tenured or Non-Affiliated Employees: The District reserves the right, in accordance with applicable legal provisions, to terminate the employment of non-tenured or non-affiliated employees at any time, for any or no reason, provided such action does not contravene any City, State, or Federal laws.

Tenured Employees: Tenured employees are subject to dismissal only in accordance with established New Jersey tenure laws and applicable statutory procedures.

Exit Procedures and Employee Responsibilities 

Upon separation from the District—whether due to a leave of absence or a permanent departure—all District property must be returned on the employee’s final day of work.

Return of District Property

 Employees are required to return all District-issued property, which includes but is not limited to:

• Laptops, iPads, and technological peripheral equipment

• Teaching materials and instructional resources

• Uniforms and District-issued apparel

• Cell phones

• Keys and building access cards

• Employee identification cards
  
  

All items must be submitted to the employee’s Supervisor or Principal. Because employees on leave or after their last day of work are not expected to perform work-related functions, property must be surrendered for use by replacements during the leave or separation period. This requirement applies to both short-term and long-term leaves.

Exit Interview and Survey

Employees may be asked to participate in an exit interview conducted by their supervisor and an exit survey administered by the Human Resources Department. The purpose of these processes is to gather feedback regarding the employee’s work experience, identify opportunities for organizational improvement, and support a smooth transition for both the employee and the District. 

Final Pay and Benefits

• Accrued Vacation and Sick Leave: Payment for accrued vacation and/or sick leave will be included in the employee’s final paycheck, unless the employee resigned without providing the notice required by the applicable collective bargaining agreement. In such cases, payment may be delayed.

• Health Insurance: Health insurance coverage will end on the last day of the month of employment, unless the employee requests earlier termination of benefits.

• COBRA Coverage: Information regarding continued health and/or dental insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be provided at the time of separation.