Staff Employees

Submit a letter of resignation, and give no less than two weeks notice. Vacation time should not be requested during this time if you wish to resign in good standing. The letter of resignation should be addressed and submitted to your employee’s immediate supervisor. The Institute’s official record reflects the termination date as the day following your last date in a paid/active status.

Security Debriefing

If you hold a security clearance, you must appear in person on or before the last workday for a debriefing. The debriefing will be held in the Office of Research Security. Contact the Research Security office at 404.407.7128 for more information.

Knowledge Transfer

To help the Institute provide continuity of operations and lessen the impact of your departure please provide a detailed description of the knowledge essential to your role.

• • • Knowledge Transfer Form

Exit Checklist

• • • Access the Checklist

On or before your last workday, you will need to bring the completed Employee Exit Checklist to Human Resources Customer Service (located here).
Note: There is no option to complete this step virtually. All items in sections I, II, and III must be completed by your supervisor or your HR Business Partner/Representative prior submission. Section IV will be completed by Human Resources. Additionally, Section V must be signed by the department administrator or HR Business Partner/Representative.

Exit Interview

All terminating employees will be asked to complete an Exiting Survey. A personal exit interview with the Senior Advisor for Performance and Talent Management may also be requested. Take the exit survey here.

Final Pay

Disposition of the final pay will be deposited to the direct deposit accounts(s) on record and will take place on the employees next regularly scheduled pay date, up to the maximum of 360 hours. Arrangements for initiation of retirement benefits, if any, will be handled by the Benefits Department.

Benefits

Click here to learn about your benefit options.

You are encouraged to submit a letter of resignation to your immediate supervisor at least two weeks prior to your last workday. If you hold a security clearance, you must appear in person for a debriefing. The debriefing will be held in the Office of Research Security. Contact the Research Security office for more information at 404.894.3507. Disposition of the final pay will be handled by the student’s home department. Issuance of the final pay will take place on your next regularly scheduled pay date and will be deposited to the direct deposit account(s) on record. You must also complete a Georgia Defined Contribution Refund (GDCP) request, which can be completed here.

Retiring Employees

Staff who are retiring must formally announce their intention to retire in the applicable manner described above. In order to facilitate the timely initiation of TRS benefits, retiring employees are encouraged to submit their letter of termination intent as far in advance of their last working day as possible, 90 days in advance is recommended. Those retiring through ORP (Optional Retirement Plan) do not need to remit notice to their ORP vendor in advance. The date of retirement is defined as the employee’s last workday.
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Knowledge Transfer

To help the Institute provide continuity of operations and lessen the impact of your departure, please provide a detailed description of the knowledge essential to your role.

• • • Knowledge Transfer Form

An employing unit wishing to dismiss an employee, whether the employee is faculty, staff, or student must contact their Human Resources Business Partner/Representative, the Performance and Talent Management or HR Consultancy (for employees still within their six-month probationary period) team well in advance to obtain guidelines for each circumstance. For additional information, please refer to the following policies:

• • 5.13 Progressive Discipline
  • 12.5 Reassignment and Reductions in Force

Reemployment Following Termination

An employee who terminates regular employment (benefits eligible) and receives pay for accrued vacation is ineligible for reemployment as a regular employee until the expiration of the time for which accrued vacation was paid; however, this individual may be re-employed immediately in a temporary (non-benefits eligible) capacity. Upon expiration of the time period for which accrued vacation was paid, the individual may then be rehired in a regular capacity.