This is a reference page for help terminating positions at MIT. Terminations must be processed using the Faculty & Staff Appointment area within Atlas.
|VOLUNTARY TERMINATION: Left MIT Due To ...|
|Retirement||When an employee is at least age 55 and has at least 10 years* of retirement plan eligible service, as defined by the plan administrator, after age 45. This individual is eligible for MIT retiree health and welfare benefits. Note: If employee is ineligible for MIT retiree health and welfare benefits, use Voluntary Termination - Other.|
|Another job||Employee is leaving MIT to take another position offering career advancement/promotional opportunity. Not to be used if employee received layoff notice (use Layoff reason).|
|Higher wages||Employee is leaving explicitly for reasons of higher pay. Not to be used if employee received layoff notice (use Layoff reason).|
|Better work conditions||Reasons can include lack of satisfaction with nature of work, hours of the position, or other conditions of employment. Not to be used if employee received layoff notice (use Layoff reason).|
|Conflict with colleagues or supervisor||When an employee is having difficulty working with coworkers or others, or has an unresolved conflict with his/her colleagues or supervisor. Not to be used if employee received layoff notice (use Layoff reason).|
|Entered military service||When an employee is called to active duty in a military service and employment terminates.|
|Expiration of appointment or stipulated period||When an employee (academic or non-academic) leaves at the time of a term appointment ending.|
|Family obligations||Can include having a child, raising a family, or caring for family members, including domestic partners.|
|Further education||When the employee is returning to school or furthering his/her own education. Not to be used if employee received layoff notice (use Layoff reason).|
|Transportation||When an employee expresses dissatisfaction with or inability to commute to work.|
|Job abandonment||The employee ceased reporting for work without providing proper notification and without employer approval.|
|Health reasons||When an employee is leaving to tend to their own health issues.|
|Relocation||When an employee relocates. Not to be used if employee received layoff notice (use Layoff reason).|
|Other||Used ONLY when the reason is NOT included above on this list or it is unclear why the employee is leaving MIT. Includes retirement when ineligible for MIT retiree health benefits. Not to be used if employee received layoff notice (use Layoff reason).|
|INVOLUNTARY TERMINATION: Left MIT Due To ...
(A conversation with your Human Resources Officer should occur before processing an involuntary termination)
|Layoff - Lack of work||When the work of an employee has come to an end due to the elimination of a program or service|
|Layoff - Displaced by senior employee||This reason is used for Union employees only when there is a layoff. An employee with greater seniority assumes the position of a less senior employee.|
|Layoff - Lack of funds||When the position the employee holds is no longer funded.|
|Layoff - Reorganization||When the nature of the job changes as a result of department restructuring.|
|Retirement due to layoff||When the position of an employee is eliminated due to lack of work, funds, or reorganization and the employee meets the criteria for MIT retiree health and welfare benefits. (The employee is at least age 55 and has a minimum of 10 years of retirement plan eligible service after age 45).|
|TERMINATION FOR CAUSE|
|Retirement at discharge||Used when an employee is terminated or mutually agrees to leave and meets the criteria for MIT Retiree Health and Welfare Benefits. (The Employee is at least age 55 and has a minimum of 10 years* of retirement plan eligible service after age 45.)|
|Absenteeism / punctuality||The employee has been terminated for reasons of excessive absences or punctuality issues.|
|Inappropriate behavior/conduct||Includes inappropriate, harassing, destructive, disruptive, violent or threatening conduct or behavior.|
|Theft or dishonesty||The employee has been terminated for theft or dishonesty on the job.|
|Insubordination||When an employee refuses to carry out the direction of a supervisor or demonstrates other inappropriate conduct in relation to supervisory or management staff.|
|Misuse of alcohol or drugs||The employee has been terminated due to misuse of drugs or alcohol. This may include the sale or distribution of any illegal drugs.|
|Unsatisfactory performance||The employee has been terminated due to inability to satisfactorily perform his/her job duties.|
|Other violation of Institute policies||When there is failure or refusal to adhere to Institute policy.|
|Deceased||When an employee has died.|
|Failed to report to work/no show||When a new hire was scheduled to start work and never showed up.|
|Return to retirement status||If employee retired, then returned as an employee, and is once again retiring from MIT.|
|Resign in lieu of discharge||Employee resigns instead of being discharged. Central HR must review and approve termination.|
|Not specified by employee||Employee resigns without giving a reason. Central HR must review and approve termination.|
|Theft / dishonesty – not eligible for rehire||Theft of funds, including falsification of timecards warrant no rehire. Dishonesty about work matters may warrant ineligibility for rehire. Central HR must review and approve termination.|
|Violation of Institute policy - not eligible for rehire||Human Resources determines that the policy violation in the particular case warrants no rehire. Central HR must review and approve termination.|
|Threats of violence – not eligible for rehire||Employee threatens others with harm or violence; MIT will not rehire individuals who violate our Policy on Workplace Violence. Central HR must review and approve termination.|
|Contact HR for reason – not eligible for rehire||Very sensitive and serious issue occurs that warrants ineligibility for rehire. Central HR must review and approve termination.|
|Involuntary, loss of license/certification/IPIA/visa||Employee cannot continue to work due to a loss of a license/certification required to perform work/ cannot or will not sign MIT's IPIA form; or visa expired and is no longer eligible for work in the US. Central HR must review and approve terminiation.|
Delimit a Position
SAP allows us to delimit or "end" a position that has become obsolete. If at the time you are submitting a transaction form you are certain that a particular position should be delimited, please indicate this. It is recommended that you review your position roster at least quarterly and inform HR of any positions that should be delimited.
Retirement at MIT
Employee is age 55 or older and has completed 10 years of MIT Retirement Plan eligible service after age 45 (due to academic year, the standard of ten years of service is met after 9 years and 8 months).
To satisfy this retirement eligibility requirement, an employee with less than 10 years of retirement plan eligible service can receive credit for up to 5 years of equivalent service, after age 45, at another non-profit organization. Please have the employee contact the Benefits Office.
For Admin and SRS personnel, please enter the vacation balance (in days). For Support and Service personnel, Payroll will automatically pay all accrued time.