THE UNIVERSITY OF NORTH CAROLINA AT ASHEVILLE
                  POLICIES AND PROCEDURES MANUAL

                                             No.           4     
                                             Date:        7/15/96     
                                             Page:          of   14   
                                             Approved:      APF  

Subject:  EMPLOYEE FRINGE BENEFITS


The University of North Carolina at Asheville provides a comprehensive benefits package for
employees and their dependents.  The UNCA Human Resources Department is responsible for the
administration and coordination of these benefits programs.

The University Insurance Committee is responsible for reviewing certain payroll deducted
insurance products such as life, accident, disability and dental insurance programs.  The
Committee, made up of faculty and staff, competitively selects the products that best reflect the
needs and desires of the campus community.

For detailed information about any of these benefits including current premium rates, to enroll, or
change your enrollment, contact the Benefits Manager in the Human Resources Department.

Orientation for New Employees
Each new employee attends a scheduled orientation with the Benefits Manager in Human
Resources.  This time is to welcome each new employee to the University, introduce them to the
services provided by the department and review benefits options. Orientation meetings are
scheduled during the first three working days of the employee's first days on the job.

Health Insurance
The State of North Carolina makes available group health care insurance benefits for State
employees active and retired and eligible dependents.  Permanent  employees working 20 hours or
more each week are eligible to participate.  The University makes a contribution for individual
coverage (Employee Only) for each employee employed 30 hours or more each week.  An
employee must pay the full cost of coverage for dependents.

Comprehensive Major Medical:   The State of North Carolina Teachers' and State Employees'
Comprehensive Major Medical Plan is a self-insured program administered by Blue Cross and
Blue Shield of North Carolina.  This traditional plan provides a wide range of medical and surgical
services subject to an annual deductible and a coinsurance provision.  It provides for
reimbursement after a claim is filed by the covered member or provider.  A covered member has
the option of choosing any doctor.  There is a maximum lifetime benefit of $2 million per person.


Health Maintenance Organization:  As an alternative to the Comprehensive Major Medical Plan,
State employees may elect to participate in a Health Maintenance Organization (HMO).  An
HMO provides a broad range of health care services on a prepaid basis to employees and retirees
and their dependents who reside within a specific geographical area which is designated by zip
code.  There are no deductibles and no claim forms to file.  All  health care services are through
the HMO.   There are three HMOs available to UNCA employees.  These are Blue Cross and
Blue Shield of North Carolina Personal Care Plan, Maxicare North Carolina and Physicians
Health Plan.

Dental Insurance
The University offers a voluntary group dental insurance program which is provided through the
American Dental Plan of North Carolina.  This is a statewide, pretax plan.  Permanent employees
regularly scheduled to work 20 or more hours a week are eligible to participate in this coverage
and must pay the full cost.  Employees may also cover eligible dependents.  The plan encourages
long-term dental health by covering diagnostic and preventive care in full up to an annual
maximum.  Partial protection is also provided for basic and major procedures, and there is an
orthodontic benefit for dependent children.  A detailed brochure is available through Human
Resources.

Supplemental Insurance Plans
Optional life, cancer, hospitalization, and accidental death and dismemberment plans are available
to employees through several companies and associations.  Additional information is available
through Human Resources.

N. C. Flex
Flexible spending accounts permit the reimbursement of authorized medical and dependent care
expenses deducted from an eligible employee's paycheck on a pretax basis.  Any  employee who is
regularly scheduled to work 20 or more hours per week in a permanent, probationary or
time-limited position is eligible to participate on a voluntary basis.

Under N. C. Flex, the employee estimates his/her medical and/or dependent care expenses for the
plan year (calendar year) and authorizes an annual payroll deduction, which is deducted in equal
installments each payday.  The authorized expenses are deducted on a pretax basis and deposited
into the employee's medical and/or dependent care account.  The employee pays the direct
expense and submits a claim to the State designated third-party administrator for reimbursement
from the account.

Open enrollment is generally held in late fall for this benefit program.

Social Security
By federal law, all University employees participate in the Federal program of Old Age, Survivors,
Disability, and Health Insurance (OASDI) commonly referred to as Social Security.  The costs of
this program are supported in part by payroll deductions which are matched by the University and
collected under provisions of the Federal Insurance Contribution Act (FICA).

For Social Security purposes, covered employment (including self-employment) is defined as
employment in which earnings are subject to FICA deductions and are creditable toward Social
Security benefits.  An eligible member is defined as a person who has worked in covered
employment for the prescribed period of time needed to qualify for self or family benefits under
the program.  Participants are eligible for one or more of the four types of benefits based on age
and/or other eligibility requirements.  Additional information about Social Security benefits and
programs is available through the local Social Security office.

Unemployment Insurance
Unemployment insurance is a Federally-mandated program designed to provide temporary income
payments to replace a portion of the wages lost by those who are unemployed through no fault of
their own and who are able and available for work.  In North Carolina, the program is
administered by the Employment Security Commission.

Liability Insurance (State Tort Claims Act)
Under Article 31 of Chapter 143 of the General Statutes of North Carolina, an employee is
entitled to protective assistance provided by the State if the individual is responsible for an alleged
legal wrong attributable to conduct by the individual within the course and scope of his/her State
employment.  The State pays the first $150,000 of any judgment awarded against an employee
arising out of claims on account of actions or omissions made in the scope and course of
employment.

The University of North Carolina Board of Governors extends, at no charge to employees,
additional liability insurance protection up to $850,000 for claims arising out of the negligent
infliction of bodily injury or property damage.

Retirement
In order to make the successful transition from employment to retirement, Human Resources
encourages early planning by the employee.  A major component of this planning process is
knowing about retirement related issues, the choices available and the decisions which need to be
made.  The Human Resources Department provides a program of retirement counseling on a
day-to-day basis and hosts retirement planning seminars throughout the year.  Topics may include
information on the State Retirement System, Social Security, Medicare, estate planning and
wellness.

N. C. Teachers' and State Employees' Retirement System (TSERS):
The Teachers' and State Employees' Retirement System (TSERS) is the State of North Carolina
retirement system established by and operating under the provisions of Chapter 135, General
Statutes of North Carolina.  Permanent  employees subject to the State Personnel Act (SPA) and
administrators working 30 or more hours each week for a minimum of nine months are eligible to
participate.  Faculty members and certain other designated employees exempt from the State
Personnel Act (EPA) may also choose this retirement plan. 

The cost of participation in TSERS is shared between the employee and University.  The
employee contributes six percent of gross salary automatically through payroll deduction. 
Contributions are tax-deferred for Federal and State income tax purposes.  The University
contributes a larger share of the cost based on the system's actuarial needs which provides funding
for the Retirement System Pension Fund, the Death Benefit, the Disability Income Plan and the
Retirees Health Plan.  This percentage varies each year, based upon State policy.

A member is fully vested  (becomes qualified for monthly retirement benefits) after five years of
creditable service.  A member who terminates covered employment before becoming vested may
make application to receive a refund of employee contributions.  A member who terminates
employment after vesting may either withdraw accumulated contributions with interest (currently
four percent compounded annually) or leave the contributions in the account until he/she becomes
eligible to receive a retirement benefit.

The annual retirement benefit is based on a formula which takes into consideration a percentage of
the member's average salary during the highest paid 48 consecutive months multiplied by years of
creditable service.   The percentage rate is set forth by the General Assembly and subject to
change.  The average for the four consecutive years of highest earnings is the "Average Final
Compensation."  "Creditable Service" means any period during which a member contributed to
the Retirement System.  Unused sick leave and certain purchased credits also are included as
creditable service.  For each 20 days of unused sick leave, one month of credit is allowed.  One
more month is allowed for any part of 20 days left over.  The maximum number of sick days that
can be added at retirement is 12 days for each year of membership service.

Additional information about TSERS including a detailed explanation of the benefits, calculation
of retirement income, and retirement payment options are described in a booklet entitled "Your
Retirement Benefits," which is periodically updated by the Retirement System and distributed to
members.

Exception:  Law Enforcement Officers are also required to participate in TSERS, but have 
different retirement eligibility criteria for early and service retirement.  Other benefits are  also
available such as the Supplemental Retirement Income Plan and the Separate Insurance Benefits
Plan as described in "Your Retirement Benefits" for members engaged in full-time law
enforcement.

Early Retirement:  A reduced monthly retirement benefit is available at age 50 with 20 years of
creditable service, or age 60 with 5 years of service.

Service Retirement:  An unreduced monthly retirement benefit is available after 30 years of
creditable service, after age 60 with 25 years of creditable service, or after age 65 with 5 years of
service.

Retirement Payment Options:  A member may elect to receive the maximum retirement income or
a reduced income through one of several payment options which provides payments to a
beneficiary after the member's death.

Death Benefit:  If a member dies while in active service after one year of contributing 
membership, the beneficiary will receive a single lump sum payment.  This payment equals the
highest 12 months' salary in a row earned during the 24 months before death, but not less than
$25,000 and no more than $50,000.  The death benefit is paid in addition to the member's
retirement accumulation or, if applicable, the Survivor's Alternate Benefit described below.

Survivor's Alternate Benefit:  If a member dies in active service after completing 20 years of credit
or reaching age 60 with 5 years of credit, the principal beneficiary named to receive a refund of
retirement contributions may choose to receive a monthly benefit for life instead of a refund.

Optional Retirement Programs  (Available only to faculty with rank of instructor and
above, and certain EPA administrative positions working at least 3/4 time)

The University of North Carolina Optional Retirement Program (ORP) is an alternative retirement
program to the North Carolina Teachers' and State Employees' Retirement System (TSERS).  An
eligible employee has 30 days from his/her employment date with the University to enroll in the
ORP.  Failure to make this election will result in automatic enrollment in the TSERS.  Once an
election is made, it is irrevocable as long as the employee remains in an eligible positon.

Participant contributions to the ORP vest to the participant immediately.  The university's
contributions vest to the participant following five years of eligible service in the ORP.

Approved carriers for the ORP are the Teachers Insurance Annuity Association-College
Retirement Equities Fund (TIAA-CREF), Lincoln National Life Insurance Company and the
Variable Annuity Life Insurance Company (VALIC).

Each employing institution makes a monthly contribution on behalf of each ORP participant.  The
employer contribution rate is set by the General Assembly and is subject to change.  Each ORP
participant makes a contribution through payroll deduction to his/her designated carrier.  All
contributions are on a pretax basis.

Supplemental Retirement Plans
401(K) Plans:  The State of North Carolina 401(k) plan, is known as the Supplemental 
Retirement Income Plan of North Carolina. This plan meets the requirements of Section 401 (k)
of the Internal Revenue Code.  The plan is sponsored by the State of North Carolina and
governed by the Department of State Treasurer and Plan's Board of Trustees.  The Department of
State Treasurer and the Board of Trustees contract with Branch Bank and Trust (BB&T) to be
the plan administrator.  All permanent employees who participate in either the Teachers' and State
Employees' Retirement system or the Optional Retirement Plan are eligible to participate on a
voluntary basis.  Under the 401 (k) plan, eight investment options are available including insured
funds and mutual funds.  The insured funds are BB&T products and insured by the Federal
Deposit Insurance Corporation.  Additional information about the plan may be obtained by
contacting the Plan Administrator at 1-800-722-4015.

403(B)Plans: Under section 403 (b) of the Internal Revenue Code, employees may elect to
provide supplemental income for their retirement years through the use of a tax-deferred annuity. 
Under this arrangement, the eligible employee enters into a written agreement with the University
to have his/her salary reduced by any amount up to a maximum specified by federal law.  This
reduction is made in the gross salary prior to federal and state withholding taxes being calculated. 
The University does not recommend or endorse any particular product or carrier.  Human
Resources makes available a listing of companies with whom the University currently has active
salary reduction agreements.  Salary reduction agreements must be processed through the UNCA
Human Resources Office.  Under IRS Code, only one change in the salary reduction agreement is
allowable each tax year.

457 Plan:  Another method for providing supplemental retirement income is through the North
Carolina Public Employees Deferred Compensation Plan which meets the requirements of Section
457 of the Internal Revenue Code.  Under this plan, an employee agrees to have a portion of
his/her monthly compensation reduced by a specified amount.  The minimum amount which can
be contributed is $25 per month.  The maximum is $7,500 per year or 25%, whichever is less, of
the employee's taxable compensation for the tax year. This amount includes any contribution to
403 (b) plan annuities.  The employee has the option of having his/her deferred compensation
amount invested in either a fixed annuity or a variable annuity which provides a range of
investment options.

Savings Bonds
Employees may participate in the U.S. Savings Bonds program through the Payroll Savings Plan. 
Under the plan, there are no State or local income taxes on the interest earned.  These bonds may
be exempt from Federal taxes if used for educational purposes.  Enrollment cards for payroll
deduction are available through Human Resources.

Disability Income Plans
1.   Teachers' and State Employees' Retirement System (TSERS).  

  All permanent employees who work 30 or more hours per week and whose length of state
  service is sufficient for them to qualify, are provided with a disability insurance benefit through
  the North Carolina Disability Income Plan.

  After one year of contributing service in TSERS (earned within 36 calendar months
  preceeding disability), an employee is automatically covered under the Short-Term Disability
  Benefit.  Short-term benefits under this plan are paid at a rate equal to 50% of the employee's
  annual base rate of compensation plus an amount equal to 1/12th of longevity pay, if any, up
  to a maximum of $3,000 per month.  Benefits are subject to coordination with any workers'
  compensation or social security benefits.  Short-term benefits are paid for a period of 12
  consecutive months following a 60 day-elimination period.  Benefits may be extended for as
  many as 365 days beyond the short-term period in cases where the TSERS Medical Board
  determines the disability continues to be temporary and likely to end during the extended
  period.

  The UNCA Benefits Manager is responsible for administering the short-term disability benefit. 
  Determination of eligibility and disability is made by the Benefits Manager and the employee's
  physician.  During the short-term benefit, the employee receives disability payments through
  the UNCA Business Office.
  After five years of contributing membership in TSERS (earned within 96 calendar months
  prior to the end of the short-term disability period), a long-term disability benefit becomes
  payable.  This benefit continues as long as the employee is permanently disabled until he/she
  first qualifies for an unreduced service retirement allowance.  The determination of disability
  and eligibility for long-term benefits is made by the TSER's Medical Board.  Long-term
  benefits under this plan are paid at a rate equal to 65% of the employee's base rate of
  compensation plus an amount equal to 1/12th of longevity pay, if any, up to maximum of
  $3,900 per month.  Benefits are subject to coordination with any workers' compensation,
  actual social security benefits or the amount of social security benefits the employee would
  have been entitled to in cases where those benefits have not been awarded.

  In addition to this automatic coverage, additional voluntary supplemental coverage may be
  purchased by qualifying employees through either Liberty Mutual or Jefferson-Pilot.  A
  separate plan is available for those enrolled in the Optional Retirement Progrm, offered by
  TIAA-CREF.

2.  Optional Retirement Plan (ORP)

  There is no automatic disability coverage under the Optional Retirement Plan.  ORP
  participants wishing supplemental disability insurance may consider the TIAA-CREF option
  which is designed to augment coverage for short-term and long-term disabilities. Contact the
  University Benefits Manager in the Human Resources Office for more information or to enroll
  in this plan.

3.  Supplemental Disability Plans
  
  The University offers voluntary supplemental disability insurance plans by Liberty MutualInsurance Company and Jefferson-Pilot.  The Liberty Mutual and Jefferson-Pilot plans,
  designed to augment coverage provided under the State Plan, provide coverage for short and
  long-term disabilities.  Permanent employees regularly scheduled to work 20 or more hours
  per week are eligible to enroll in the plans.

Workers' Compensation
Employees on the University payroll who are injured on the job or contract an occupation-related
disease may be eligible for weekly benefits and medical expense payments under the Workers'
Compensation laws.  The Health and Safety Office under Financial Affairs is responsible for
monitoring this program and informing employees of the effect of worker's compensation benefits
on their employment status and other fringe benefits.  It is important for managers to report
immediately to the Health and Safety Office any on-the-job accident or knowledge of any
occupation-related illness or disease for any employee.
Payroll Cycle
Payroll information is automated through the UNCA Payroll Office and the Central Payroll
Section of the State Disbursing Office under the North Carolina Department of Administration. 
Payday for permanent full-time and permanent part-time employees is the last working day of the
month.  Temporary employees, payrolls for overtime, shift, and holiday premium wages are paid
on the 15th of each month.

Employees in permanent positions employed for less than twelve months will be paid over twelve
monthly installments beginning in July and ending in June of the following year. 

Direct Deposit
The State of North Carolina requires permanent employees regularly scheduled to work 20 hours
or more each week to have net payroll earnings deposited directly into a North Carolina financial
institution (bank, credit union, savings and loan) of their choice instead of receiving a written
check.  On payday, each employee participating in the direct deposit program receives an earnings
statement indicating the gross pay, deductions, and net pay deposited.  Except for an employee's
last paycheck, deposits are made to the participant's checking or savings account as of the
opening for bank business on each payday.

State Employees' Credit Union
Any permanent employee of the State of North Carolina may apply for membership in the Credit
Union by completing a membership application.  Upon approval, the applicant is entitled to all the
benefits of membership including savings, checking, loans, etc.  A Credit Union office is located
adjacent to the campus.

State Employees' Association of North Carolina (SEANC)
Arrangements for membership fees for The State of North Carolina Employees' Association may
be through payroll deduction.  The Association provides full-time representation for State
employees with the General Assembly to affect changes in employment benefits, work conditions,
etc.    In addition to monitoring legislation, the Association provides other benefits to members
such as a vision care plan, life insurance, employee discounts, etc.

Shift Premium Pay
The policy of the State is to provide additional compensation for eligible employees required to
work on either an evening or night shift, if more than half of the scheduled working hours occur
between 4:00 p.m. and 8:00 a.m.  Eligible employees shall receive shift premium pay in addition
to any other premium pay to which employees may be entitled, such as holiday premium pay. 
Shift premium pay will not be paid if the employee is on any type of leave, i.e., annual, sick, etc.

Longevity Pay
Employees subject to the State Personnel Act (SPA) who have completed 10 years of qualifying
service as permanent employees are eligible for longevity pay.  Annual longevity pay amounts are
based on the length of total State service and a percentage of the employee's annual rate of base
pay on the date of eligibility:

          Years of Total State Service       Longevity Pay Rate
           10 but less than 15 years         1.50 percent
           15 but less than 20 years         2.25 percent
           20 but less than 25 years         3.25 percent
           25 or more years             4.50 percent

Longevity payments will be paid to the employee on the regular pay day and the employee will
receive a separate check for this payment.

Holidays
Under State policy, the University adopts its own holiday schedule each year.  Below is a listing
of the holidays identified under State policy.  At UNCA, due to conflicts with the academic
calendar, some of these holidays are not taken on the traditional day.

           New Year's Day                    Labor Day
           Martin Luther King's Birthday               Veterans' Day
           Good Friday                  Thanksgiving
           Memorial Day                 Christmas
           Independence Day

The current holiday schedule is provided in the UNCA Telephone Directory.  A schedule may
also be obtained through your supervisor or the Human Resources Office.

When a holiday falls on Saturday, the preceding Friday will be observed and when the holiday falls
on Sunday, the following Monday will be observed.

The State recognizes some employees are required to work on holidays.  Employees subject to
the State Personnel Act who are required to work on designated holidays shall be given regular
salary plus premium pay equal to one-half of their straight-time hourly rate.  To secure payment,
the supervisor shall complete a holiday premium pay authorization form and submit it to the
Office of Human Resources.


Leave

Annual Leave:
Full-time SPA and non-teaching EPA  employees in permanent positions are granted annual leave
each year on the following basis:

           Years of State Service    Annual Vacation Days Earned
          Less than two years                     11-3/4
          Two but less than five years                      13-3/4
          Five but less than ten years                      16-3/4
          Ten but less than fifteen years                   19-3/4
          Fifteen but less than twenty years                22-3/4
          Twenty or more years                    25-3/4

Permanent part-time employees working at least 20 hours per week are granted annual leave on a
prorated basis.

Up to 240 hours of accumulated annual leave can be carried from one calendar year to the next. 
Hours in excess of 240 are converted to sick leave on December 31.  If an employee leaves State
employment, he/she is paid for accumulated leave up to a maximum of 240 hours.

Sick Leave:
Full-time employees in permanent positions are granted eight (8) hours of sick leave per month
(12 days per year).  Permanent part-time employees working  at least 20 hours per week are
granted sick leave on a prorated basis.  Sick leave may accumulate indefinitely and may be applied
as service credit toward retirement.

Child Involvement Leave:
Full-time employees in permanent positions are granted eight (8) hours of child involvement leave
per calendar year.  The purpose of child involvement leave is to promote employees' assistance to 
schools.  Employees make take leave to meet with a teacher or other school administator, attend a
school sponsored function in which their child(ren) are participating or to perform
school-approved volunteer work approved by a teacher or school administrator.  Eight hours of
leave will be credited to employees on January 1 of each year.  The eight hours of leave for
permanent part-time employees is prorated based upon the number of hours they work per month.


Civil Leave:
Full-time employees in permanent or time-limited positions are entitled to leave with pay for
serving on jury duty.  The employee is entitled to retain the fees received for jury duty, as well. 
The notice of jury duty should be submitted to Human Resources along with the leave slip or time
sheet.

If subpoened to appear as a witness, leave with pay will be granted.  However, any fees received
shall be turned in to the University.  The employee may use vacation leave rather than civil leave,
in which case any fees received may be retained by the employee.

Adverse Weather Policy
In the event of adverse weather conditions, state offices will remain open unless ordered closed by
the Governor.  Employees unable to get to work because of hazardous driving conditions will
charge time not worked to annual leave; compensatory time (if employee has compensatory time
available); or will be given the opportunity to make up the lost time within 12 months of the date
the time off occurred.  The time must be made up during a workweek in which the employee has
not actually worked 40 hours in the week, in order to avoid overtime.  If the time is not made up
within 12 months, annual leave will be charged.

In the event hazardous conditions develop during the working day, employees anticipating special
transportation problems should be permitted to leave early as described in the above paragraph. 
Opportunity should be given where possible to make up the time.

Educational Leave
Any full-time permanent employee may be granted leave with pay during normal working hours
for additional training in a career-related course of instruction to upgrade knowledge and skills. 
Courses are available at the University and institutions other than the UNC System.

Tuition Remission/Fee Scholarship
Full-time employees who have completed probation may have tuition waived for one course per
semester during fall and spring semesters for UNCA courses.  The employee is responsible for
fees associated with the course.  However, there may be "fee scholarships" money available on a
first come-first served basis.

Employees who wish to take courses at other campuses within the UNC system may have tuition
waived for one course per semester during fall and spring semesters.  The employee is responsible
for any fees associated with these courses.  By Board of Governors' policy, tuition waivers and
fee scholarships are not available for summer school.

Educational Assistance Program
Full and part-time employees who have completed their probationary period may participate in the
Educational Assistance Program if funds are available from their department for courses which
are directly job-related and taught at schools outside the UNC system.  Under this program, the
employee obtains permission before beginning the course, pays their own tuition and fees, and at
the end of the semester turns in the grade received for the course.  The employee is then
reimbursed for expenses (to a maximum set by the Office of State Personnel) incurred.  This
program is not available in all departments.  Check with your supervisor to see if your department
participates. 

Military Leave
Reserves in the armed forces are entitled to leave with pay for one 15-day period each calendar
year when ordered to duty for annual training or other purposes.  Military leave should always be
cleared in advance with the employee's supervisor.

Military leave without pay will be granted for one enlistment period of active service not to
exceed four years.  If application for reinstatement is made within 90 days from the date of
discharge, accumulated sick leave at time of enlistment will be credited to your leave balance and
increment or salary increases that would have been received will be added to salary.  Leave
benefits are not accumulated while on military leave without pay.  Retirement credit will be
received if the employee returns to State employment within two years from the date of discharge.

Other Types of Leave Without Pay
An employee who requests leave without pay, such as maternity, personal, etc. should contact the
Benefits Manager to obtain information regarding continuation of insurance benefits and how to
apply for leave.

By federal law, employees must be given up to 12 weeks of unpaid leave in cases of personal
sickness or illness within the immediate family.  During this period, the University will continue
employee benefit premiums.  The employee would need to pay any dependent coverage or payroll
deducted benefits.

Exit Interview
A permanent SPA employee, working 20 or more hours a week, who plans to take a leave
without pay or terminate employment from the University should schedule an exit interview with
the Benefits Manager.  The employee's department is responsible for scheduling the interview
appointment at least one week prior to the effective date of the leave or termination. 
Alternatively, the employee may contact the Human Resources Department personally to schedule
the interview.  Important benefits and policy information is provided during the exit interview
process including retirement, continuation of insurance benefits, and unemployment insurance
procedures.

Resignations
A letter of resignation which includes the effective date and your reason for leaving the employ of
the University should be submitted to your supervisor.  The employee will be scheduled to attend
an exit interview (see above).