Change in Layoff Unit

I. Policy Summary

A layoff unit is defined as an established department unless otherwise designated by the Chancellor. The layoff unit is normally defined as the budgetary control unit. The unit of layoff may include the department, college, unit, program, subprogram, or in the case of extramurally-funded grants, the research project.


II. Related Policies, Contract Articles and References

  1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:

    • PPSM 60- Layoff and Reduction in Time from Professional and Support Staff Career Positions

  2. Contract Articles - employees covered by a collective bargaining agreement


III. Authority

The Principal Officer is delegated the authority to approve a change in layoff unit in accordance with policy or collective bargaining agreements. This authority may be re-delegated.


IV. Criteria

A layoff unit should reflect the necessary staffing of a department/unit to meet its’ operational requirements, as shown through review of the organization chart.


V. Process Overview

  • The Unit Head consults with their Employee and Labor Relations (ELR) Analyst to determine whether a layoff unit reflects the necessary staffing to meet the departments operational requirements and provides the ELR Analyst with following:

    • Organizational Chart

    • Completed Change in Layoff Unit Form

  • The ELR Analyst reviews the proposed change in layoff units and provides notice as appropriate:

    • For Non-represented Employees–Inform employees and requests comments within a 30 calendar day period.

    • For Represented Employees–Notice unions and request comment/concurrence within a 30 calendar day period.
      - Where required by the labor agreement and requested by the union, meet and confer or meet and discuss with the union on proposed layoff unit. If requested by the union after noticing, meet and confer must occur for labor agreements in status quo.

  • The ELR Analyst consults with the Unit Head on any comments from employees or unions on proposed changes to layoff units and makes a final recommendation to the Unit Head on proposed changes to layoff units.

  • If required, The Unit Head adjusts the Change in Layoff Unit Form and obtains Principal Officer/Designee approval and forwards the form electronically to ELR.

  • Upon receipt of the final approved Change in Layoff Unit Form, the ELR Analyst notifies employees and unions as appropriate and includes a reference to the Staff HR Website for listing of UC Santa Cruz Layoff Units.

*Note- Change in Layoff Form is electronically stored indefinitely as a Bargaining Unit Record


VI. Forms/Resources

Forms

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Revised October 2012