Exit Checklist

Please complete all applicable activities below before your last day.

• Return your Seattle Pacific University campus identification card to Human Resources.
• Return office keys (if applicable) to Safety and Security. Please bring the key receipt from Security to Human Resources.
• Please return your ORCA and/or ZipCar card (if applicable) to Safety and Security.
• Please return your University purchasing card (P-card) if applicable, to Accounts Payable (Financial Affairs).
• Please leave your laptop computer (if applicable) with your supervisor or return it to CIS.
• Please make sure Banner is updated with your current mailing address. Payroll will send any future tax documents will be sent to the address listed there.
• Please turn in your uniform (if applicable) to the appropriate representative in your office.

Exit Meeting Survey

You are invited to schedule an exit meeting with Office of Human Resources. Please contact Kaleb Garcia (garciak13@spu.edu) or book an appointment directly here. Please also take the time to complete this confidential Exit Interview Questionnaire. 

Computer and Information systems

For information on CIS separation procedures, please see this link: CIS Employee Separation Procedures

Insurance Benefits

Medical, dental, vision, life insurance and flexible spending account benefits will be extended through the end of the last month of employment in which the employee meets eligibility requirements for benefits at Seattle Pacific University.

The continuation of the above listed benefits ends on the first day of the month following the employee's termination date. At that time, the employee and any covered dependents are eligible who meet eligibility to participate, at their own cost, in may continue their medical, dental, vision and flexible spending account COBRA as outlined in the COBRA section.Life insurance coverage may be ported (continued) or converted to an individual policy within the first 31 days following the date of employee's termination. In some cases, you may also be able to convert other additional voluntary benefits. Premium rates and benefit levels for converted life insurance plans or medical insurance will not necessarily remain identical to the University's group insurance plans. Conversion policy premium rates and benefit levels are set at the discretion of the insurance vendors. You will be given the opportunity to continue the same medical, dental, vision, and health FSA coverage you had through SPU by assuming personal payment of the monthly premium(s), plus a 2 percent administrative fee, through COBRA.  The continuation period generally extends for up to 18 months or until attainment of eligibility for Medicare. See this linked Wiki page for qualifying events/eligibility and rates details.

Other health insurance plans may also become available based on the date of plan termination. In most cases, losing eligibility for group-based plans opens a 30 day window for entry into another group plan you may be eligible for (such as through a spouse), joining Medicare coverage through a Special Enrollment Period (SEP) if you are eligible for Medicare, or individual/family plans through the Washington Health Insurance exchange (see www.wahealthplanfinder.org or www.healthcare.gov). 

Continuation of Benefits through COBRA

Through the Consolidated Omnibus Budget Reconciliation Act (COBRA), employees are given the option of continuing participation in a group medical and/or dental plan at their own cost for a maximum period of 18 to 36 months (length of time dependent on the qualifying event) after the qualifying event. Qualifying events are:

1. The death of the covered employee.

2. The termination of the employee.

3. A reduction in the employee's hours, so that the employee or dependent is ineligible for coverage.

4. The divorce or legal separation of the covered employee and his or her spouse.

5. For spouses and eligible dependents, the employee's entitlement under Medicare.

6. A dependent child who marries or reaches the limiting age under the plan, thereby ceasing to be a "dependent" under the terms of the plan.

The employee must report a qualifying event to Seattle Pacific University within 15 days after the date the event occurs.

Please continue reading here for more detailed information including current rates.

COBRA is not available to those employees and/or dependents who are covered under another group health plan or eligible to receive Medicare benefits.

Retirement Plan

A retiring employee who would like to begin receiving benefits needs to contact the vendor (Transamerica, TIAA-CREF or Fidelity Investments) to complete the appropriate paperwork and schedule the benefit payments. Other details will be provided as part of the exit process.

For more detailed information see: 

• vesting schedule
• distribution options

Tuition Scholarship

Tuition scholarships

Life insurance coverage may be ported (continued) or converted to an individual policy within the first 31 days following the date of employee's termination. In some cases, you may also be able to convert other additional voluntary benefits. Premium rates and benefit levels for converted life insurance plans or medical insurance will not necessarily remain identical to the University's group insurance plans. Conversion policy premium rates and benefit levels are set at the discretion of the insurance vendors.

If you have elected long term care coverage for yourself or dependents it may be ported to an individual policy. Contact LTC Solutions, Inc. Phone: 877-286-2852, email info@ltc-solutions.com. 

For imporant informaiton on your HSA, HRA accounts see this page.

Emeriti Health Solutions Program

For eligible employees (includes staff and faculty) montly contributions are made to this medical savings plan for retirement (age 35 with at least one year of service). If you have 7 or more years of service and are over 35 years of age you are 100% vested in this account.  If you have less than 7 years of service or are under 35, you are not vested and any funds in the account will be used to pay future SPU VEBA contributions. For important information on vesting and plan information please see the Emeriti Health Solutions information in the HR Wiki, or reach out to hr@spu.edu. 

Retirement Plans

Contributions made by SPU, to your 401(a) plan are 100% vested. Employee contributions to the 403(b) plan are also always 100% vested. For general information on vesting and distribution for both the 401(a) plan and 403(b) plans, please see SPU Retirement Plans in the HR Wiki. For more detailed information regarding your distribution options, see the Distribution Options Summary page.

Tuition Discount Benefit

The tuition discount for the employee and dependents may continue through the remainder of the quarter then in session, if resignation is effective after the tenth day of class.

Vacation

Accrued vacation will be paid out after the last day of employment, provided proper notification is given.  Any amount owed to the University, including final month benefits deductions (if any) may reduce the amount of any vacation payout.

Are you retiring?

Are you retiring?

If you have been contributing to the retirement plan and wish to withdraw your own funds, please contact your current retirement vendor(s). In order to capture all of your contributions, you must wait until your final paycheck processes.  Otherwise, any contributions made after your withdrawal will be contributed to your Transamerica account and may be subject to the distribution options outlined in the SPU Retirement Plan Distribution options summary.

If you are preparing for retirement, please refer to the appropriate checklist that will help you moving forward.

• SPU Retirement Checklist - Faculty
• SPU Retirement Checklist - Staff

FAQ