Questions:

1. Who is eligible to participate in the preferential rehire program?
   
   
2. What rights do program participant have?
   
   
3. At what point can eligible individuals begin participating in the preferential rehire program?
   
   
4. When and how will program participants be noticed of upcoming career vacancies?
   
   
5. What happens after the preferential rehire candidate submits their application materials?
   
   
6. What happens after the candidate’s materials are released to the hiring unit?
   
   
7. Will the individual be required to serve another probationary period if hired into a career position through the preferential rehire program?
   
   
8. If an employee accepts another position with UCSC or another employer before the effective date of the layoff, will they retain their recall and preferential rehire rights?
   
   
9. Can a preferential rehire candidate who has been separated from the University, apply for UCSC Campus Only recruitments, which are normally, limited to current UCSC employees?
   
   
10. Can a preferential rehire program participant take a temporary UCSC position or a position with another employer without jeopardizing their rights?
    
    
11. What is “continuity of service”?
    
    
12. Can a laid off employee retire and also be entitled to the right to recall and preference for reemployment?

[Top of Page]

Questions with Answers:

1. Who is eligible to participate in the preferential rehire program?
   
• A regular status employee who has received a notice of indefinitely layoff or indefinite reduction in time is eligible to participate in the preferential rehire program. 
  
  
2. What rights do program participant have?
   
   • Rights include preference for reemployment to any active career vacancy for which they are eligible. Preferential rehire rights for active career vacancies may be initiated if all of the following eligibility criteria are met:
     
     • The vacancy is at the same campus from which they were laid off;
     • The vacancy is at or below they’re original percentage of time;
     • The vacancy is at or below the maximum salary range of their previous or reduced position;
     • The vacancy is within the same bargaining unit from which they were laid off (non-represented employees have preferential rehire rights for both non-represented and represented titles).
     • The eligible employee must possess the qualifications required to perform the duties and responsibilities of the new position.
       
       
   • Exceptions:
     
     • Election of severance pay may significantly impact preferential rehire and recall rights. Please refer to the appropriate policy or collective bargaining agreement for further details.
     • K7 (Skilled Crafts) and PA (Police Officers) employees have recall rights only.
       
       
3. At what point can eligible individuals begin participating in the preferential rehire program?
   
• Participation in the preferential rehire program goes into effect on the day they are given their written notice. Therefore, it is critical that supervisors quickly route layoff notice copies to ensure the affected individual receives timely communication regarding their preferential rehire rights.
  
  
4. When and how will program participants be noticed of upcoming career vacancies?
   
   • New employment opportunities are posted regularly on the UCSC Staff Human Resources employment opportunities web site.
   • Preferential Rehire candidates are responsible for tracking and monitoring new postings; documenting their preferential rehire status on application materials and applying on or before the initial review date (IRD).
     
     
5. What happens after the preferential rehire candidate submits their application materials?
   
   • Staff HR Employment will:
     
     
     • Use criteria outlined in the appropriate policy or collective bargaining agreement to determine eligibility;
     • Review the individual’s application materials and conduct an initial assessment of their qualifications against the job requirements. 
       
       
   • Eligible preferential rehire candidates who present some evidence of their ability to meet the require qualifications of the position will be released to the hiring unit for further review and consideration.
     
     
6. What happens after the candidate’s materials are released to the hiring unit?
   
   • The Hiring Manager and/or Search Committee will:
     
     • Assess the preferential rehire candidate’s ability to meet the required qualifications of the position; and
     • Proceed with job offer, if the candidate demonstrates an ability to meet the requirements; or
     • Submit non-selection documentation to Staff HR Employment, if the candidate does not demonstrate an ability to meet the requirements.
       
   • Refer to the Re-employment from Indefinite Layoff procedures for more information.
     
     
7. Will the individual be required to serve another probationary period if hired into a career position through the preferential rehire program?
   
• No.  However, employees preferentially rehired from layoff status who fail to perform satisfactorily may, at any time during the six months following their rehire, be returned to layoff status with full restoration of preferential rehire rights.  In addition, an employee may request to be returned to preferential rehire status.  Refer to the personnel policy PPSM) or collective bargaining agreement for specific provisions.
  
  
8. If an employee accepts another position with UCSC or another employer before the effective date of the layoff, will they retain their recall and preferential rehire rights?
   
• No.  This is considered a voluntary resignation which terminates recall and preferential rehire rights.  However, individuals hired into another UCSC career position via the preferential rehire program may, at the unit or the individual’s discretion; return to layoff status with restoration of full recall and preferential rehire rights.  Consult the appropriate policy or collective bargaining agreement for more details.
  
  
9. Can a preferential rehire candidate who has been separated from the University, apply for UCSC Campus Only recruitments, which are normally, limited to current UCSC employees?
   
• Yes. Individuals separated from UCSC who are on preferential rehire status are eligible to apply and be considered for UCSC Campus Only recruitments.  However, the individual must apply by the initial review date (IRD) in order to initiate their preferential rehire rights. 
  
  
10. Can a preferential rehire program participant take a temporary UCSC position or a position with another employer without jeopardizing their rights?
    
• Yes, but only after the layoff effective date.  However, there are other circumstances that may cause their preferential rehire rights to terminate. Consult the appropriate policy or collective bargaining agreement for more details.
  
  
11. What is “continuity of service”?
    
• An employee who elects the right to recall and preference for reemployment retains continuity of service if reemployment occurs within the employee’s period of right to recall and preferential rehire.  In these cases the employee does not have to serve a new probationary period, maintains vacation accruals at the same rate as the time of layoff, and maintains membership in UCRP (UC Retirement Program).  However, service credit and seniority accrue only when the employee is on pay status.
  
  
12. Can a laid off employee retire and also be entitled to the right to recall and preference for reemployment?
    • Yes, subject to UCRP guidelines for reemployment.

[Top of Page]