The most frequently used terms in the layoff process are defined below for consistency and for the purposes of these guidelines.

Classification:
An established job title, published in the University-wide Title and Pay Plan and designated by a four-digit title code.

Curtailment:
Curtailment periods may be established for the purpose of cost savings. Employees may use vacation accruals to remain on pay status during a curtailment.

Furlough:
Staff employees may be furloughed without pay for periods not to exceed three months per calendar year. These are scheduled periods without pay during which an employee in a partial-year career appointment is not at work. A partial-year career appointment is established to accommodate foreseeable seasonal fluctuations in staffing, budgetary, operational or other needs, (e.g., an appointment for 9, 10 or 11 months). The University’s contribution toward health plans continues during this time period.

Layoff:
A layoff is an involuntary separation from employment, an involuntary reduction in percent time, or an involuntary transfer to a limited appointment of a career employee. Layoffs are justified based on a lack of funds, lack of work, or programmatic needs including reorganization. Layoffs may be temporary or indefinite. A temporary layoff does not exceed four calendar months (120 days).

Layoff Unit:
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.

Notice:
The number of required days (30-60 depending upon policy or contracts) of notice provided to the employee from the date of notice to the effective date of layoff and whether the layoff is temporary or indefinite.

Pay in lieu of notice:
Compensation paid to an employee when an employee does not receive the full notice period.

Preferential Rehire:
The right of a laid off employee to be granted first consideration for a vacant career position at the same or lower salary range maximum and at the same or lesser percentage of time as the position from which the employee was laid off. For employees represented by collective bargaining agreements, the position must also be in the same bargaining unit from which the employee was laid off.

Recall:
The right of an employee to return to University service in an active, vacant career position in the same classification and department at the same or lesser percentage of time as the position from which the employee was laid off.

Reduced Severance (UPTE only):
This is a reduced amount of compensation based upon years of service credit paid to a career employee who has elected in writing to receive reduced severance pay and a reduced level of preferential rehire and recall.

Selection:
The selection and order of layoff and reduction in time for staff employees is effected by classification in the layoff unit in inverse order of seniority, except that an employee may be retained irrespective of seniority if that employee possesses special skills, knowledge, or abilities that are not possessed by other employees in the same classification and which are necessary to maintain the operations of the department.

Seniority:
The number of full-time equivalent work hours in University service or for CNA, AFSCME (EX and SX), and UPTE (HX) represented employees, by the most recent date of hire into a career position at the University. It is important to note that University service is not limited to UCSC employment, but includes all hours worked as a University of California employee and may include time served in a former classification as long as there was no break in service. Layoffs are affected in inverse order of seniority.

Severance:
Compensation based upon years of service credit paid to a career employee who has elected in writing to receive severance pay in place of recall and preferential rehire rights.

Temporary Layoff:
Staff employees may be laid off or have their time reduced for a period of 120 days or less without consideration of seniority. Principal Officers may consider individual or across-the-board temporary layoffs as an interim measure. The University’s contribution toward health plans continues during this time period. Employees do not receive vacation, sick leave or service credit.

Transfer and Reassignment:
Non-represented staff employees must be provided opportunities for transfer and reassignment prior to layoff. These same opportunities may be offered to MSP and to exclusively-represented staff employees. Transfer to a vacant position, in the same classification, within the department is mandatory for non-represented staff, provided the individual is qualified for the job.

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