Separation of employment with MTSA can occur for several reasons:
Resignation: To facilitate a smooth transition, non-exempt employees who are resigning should provide a minimum notice of eight (8) working days, in writing, and exempt employees who are resigning should provide a minimum notice of ninety (90) working days, in writing. Faculty should provide notice as outlined in their letter of intent and consistent with the Faculty Addendum. The notice should be given to the employee’s supervisor or area vice president, who will forward the original notice immediately to the Director of Human Resources. Accrued paid time off may not be used to satisfy notice requirements. MTSA reserves the right to provide an employee with pay in lieu of notice in situations where such action is warranted. If an employee provides less notice than requested, MTSA may deem the individual to be ineligible for rehire depending on the circumstances.
Retirement: Employees should notify their supervisor and the Office of Human Resource in writing at least thirty (30) calendar days for non-exempt and ninety (90) days for exempt personnel before their planned retirement date.
Job Abandonment: Employees who fail to report to work or contact their supervisor for two (2) consecutive days shall be considered to have abandoned the job without notice. The supervisor should notify the Office of Human Resource and initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are not eligible for rehire or to receive accrued benefits, unless otherwise required by law.
Death: In termination of employment due to death of the employee, MTSA will pay any accrued wages and benefits to the employee’s executor, administrator, or estate representative. MTSA may require evidence of authority for release of such benefits and wages.
Termination: Employees of Middle Tennessee School of Anesthesia are employed on an at-will basis, and MTSA retains the right to terminate an employee at any time. All discharges for cause will be reviewed by the Director of Human Resources, area vice president, and the President of MTSA.
Exit Process
All terminating employees should contact the Human Resources department as soon as notice is given to schedule an exit interview to review benefits, last pay, and other information regarding employment termination.
Health insurance terminates the last day of employment. Information for Consolidated Omnibus Budget Reconciliation Act (COBRA) continued health coverage will be provided at the exit interview.
Final Pay
The final payroll deposit is normally available no later than the next regular payday following the date of separation. A Separation Notice will be completed by the Office of Human Resources and provided to the employee in a timely manner.
Leave Pay Out
Employees voluntarily terminating their employment by meeting the notice requirements outlined under “Resignation” are entitled to pay out of unused accrued paid time off up to a maximum of 160 hours or 4 weeks’ pay for non-exempt employees and pay out of unused accrued paid time off up to a maximum of 320 hours or 8 weeks’ pay for exempt employees.
For additional information, please see Paid Time Off (PTO).
COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible employees and their dependents to continue health insurance coverage under the school’s health plan when a “qualifying event” could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements. Please contact Human Resources to learn more about COBRA rights.
Return of MTSA Property
Any separating employee must return all MTSA property at the time of separation, including MTSA engraved clothing, cell phones, keys, PCs, documentation, identification cards, corporate credit cards, and any other MTSA property. Failure to return school property may result in deductions from the final payroll deposit or paycheck. Employees will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final payroll deposit or paycheck.
Rehire
Former employees who left Middle Tennessee School of Anesthesia in good standing and were classified as eligible for rehire may be considered for reemployment. An application must be submitted to the Office of Human Resource, and the applicant must meet all minimum qualifications and requirements of the position. An employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation is ineligible for rehire.