Policy 211 - Layoffs
A layoff is the termination of a non-introductory, regular staff employee, when in the sole judgment of the University, a reduction of the work force, the elimination or reduction of a particular kind of work, a structural reorganization or reallocation of financial resources is deemed necessary.
Selection For Layoff
Layoff actions shall be determined by the management of organizational units in consultation with the area Vice President. Decisions of the Deans and Department Heads will be reviewed by Human Resources and the Affirmative Action Office and approved by the area Vice President.
Within the functions or job classifications affected, as determined by management, introductory period employees will be terminated before other regular status employees are selected for layoff, provided the employees remaining possess sufficient skills and abilities to do the work required.
Layoff decisions will be determined on the basis of the current and prospective departmental operational requirements and the skills, abilities, performance, and competence of existing staff to meet those requirements.
Notice or Pay in Lieu of Notice
Employees will normally be given at least one month written notice of layoff. When pay is given in lieu of notice, one month is the maximum period for which such payment can be made.
Written notice of layoff may be rescinded during the notice period if circumstances change, and it is decided that the employee is to be retained or if the employee accepts reassignment.
If an employee resigns after having received written notice of layoff, the balance of the notice period will not be converted to pay; however, the employee will receive severance pay in accordance with the schedule below.
An employee who has received written notice of layoff will not be expected to give a two week resignation notice in the event the employee is offered another job prior to the actual date of layoff.
University decisions to terminate involuntarily the employment (including layoff) of a staff member who has successfully completed the introductory period will not be contrary to the applicable provisions of the Policy Manual.
Vice provosts, deans and department heads will work with Human Resources to identify other University positions to which an employee selected for layoff can be recommended. Assistance will be provided in developing letters of recommendation. Employees will also receive paid time off for confirmed job interviews.
Upon request, to facilitate re-employment of persons subject to layoff, assistance in resume development, interviewing skills, and job search strategies will be provided by Human Resources or other designated offices or agencies during the notice period and for up to one year following the date of layoff.
Employees who are laid off will be eligible to continue their existing University group health and dental plans for at least 18 months provided that the employee pays the full premiums, both the University's and the employee's contributions, on a timely basis. This coverage is provided in accordance with provisions of the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) and is coordinated by Human Resources. In addition, conversion of group life insurance is available.
Employees who meet the requirements for tuition remission under Educational Benefits Policy (609) will be eligible for one year of additional benefits from the layoff date.
Upon layoff, each regular employee with one or more years of continuous University employment will receive a severance payment from the University to assist the person's employment transition. Severance pay will be calculated by using either the base monthly pay at time of layoff, or the average base monthly pay earned over the immediately preceding 12 months, whichever is greater. Severance is payable on the employee's last day of work as a regular employee. Severance pay will be according to the following schedule.
Repayment of Severance Pay
If an employee is reemployed by the University sooner than the number of months of severance pay received by the employee, the portion of the severance pay equal to the base pay the employee would have earned if not terminated may be retained. The balance must be repaid to the University within 90 days of reemployment. For example, if a terminated employee received 6 months of severance pay and then was reemployed 2 months later, the employee would repay 4 months of the severance pay.
Reemployment of Laid Off Personnel
A former regular employee who is reemployed by the University in regular status after a break in service exceeding one year will be considered rehired. A rehired employee will be given a new date of hire, must complete a new introductory period and fulfill all relevant waiting periods for benefits eligibility. A former regular employee who is reemployed in regular status after a break in service of less than one year will be reinstated. Reinstatement means that the employee is given an adjusted hire date which includes prior University service. The adjusted hire date is used for determining eligibility for benefits which are based on length of service. Employees who are employed in a different position from the one they left are required to complete a new introductory period.
Human Resources is responsible for interpreting and administering the University's layoff policy.
For more information concerning layoffs, including the status of benefits, contact Human Resources.
Policy Approved: October 23, 1998
Last Updated: October 28, 1998