Effective Date: September 1, 2013 (revised)
Trinity College is an employer-at-will and either an employee or the College can terminate the employment relationship at any time.
In return for salary and benefits, Trinity College expects that employees make a commitment to respond to the needs of the institution. Employment at Trinity is contingent upon availability to provide services for the College above and beyond the normal weekly work schedule if needed. It also is expected that employees be available for major College events including registration, Commencement, reunion weekends, and other occasions as required. Although employment elsewhere is not prohibited, it must be understood that employment at Trinity takes priority over other employment commitments.
Appointments to exempt administrative staff and professional positions are confirmed by a letter from the President or designee. Letters for appointments to non-exempt positions are made by the Human Resources Department.
All offers of employment are contingent upon successful completion of a background check including employment verification, degree verification and criminal background check. Motor vehicle reports are required for certain positions that entail use of College vehicles. Among other employment related forms, a new employee must complete a W-4 federal tax withholding form, a state of Connecticut tax withholding form, and provide evidence of eligibility to work in the United States (I-9 form). Access to offices, e-mail, computer services, directory listing, etc., is contingent on satisfactory completion of requisite paperwork.
New employees must make an appointment with the Human Resources Department to review benefit options either before the first day at work or as soon as possible after beginning to work. New employees must complete all enrollment materials and submit them to the Human Resources Department within 30 days of date of hire. Failure to do so will require that the employee delay commencement of benefits until the following calendar year.
The first few months in a new position, (either for those newly hired or for current employees with new assignments), provide an important opportunity for administrative staff to consider whether or not the position they have accepted meets their expectations and capabilities. It also is an opportunity for the College to assess an employee’s skills, knowledge base, commitment, and overall abilities.
The first three (3) months of employment are designated as a probationary period. The department head/supervisor will review the new employee or the transferred employee’s performance with the employee during this time so that the employee will be aware of his/her performance and have an opportunity to correct any problems.
Either an employee or the College may end the employment relationship during this initial employment period with little or no notice. On occasion, with the approval of the Director of Human Resources, the probationary period may be extended if there is strong indication that performance may meet required standards within a clearly defined and reasonable timeframe.
Probationary status may be imposed as a condition of sub-standard performance that must be significantly and substantially improved in order to avoid dismissal from employment. When an employee is considered to be on probation for disciplinary reasons, the supervisor or department head and the Director of Human Resources will review the employee’s performance on a regular basis. If it is determined at any point that continued employment is not warranted, the employment relationship may be terminated without further warning following approval by the department head, the director of Human Resources, and an officer of the College.