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 budgetary reasons, lack of work, or programmatic needs. Staff layoffs may be temporary or indefinite.

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.

Seniority:
Seniority for staff and academic appointees is normally calculated by full-time equivalent months of University service in any job classification.

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.

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.

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.

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.

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.

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