The Unit Head, in consultation with Staff Human Resources, should perform a careful analysis to determine essential operational needs and staffing requirements based on budgetary parameters and financial constraints.

Once the classification(s) for layoff have been designated, selection of individual employees slated for layoff within these classifications will be done in accordance with collective bargaining agreements and personnel policies (PPSM), all of which provide guidelines for layoff, including selection for layoff and notification procedures.

Layoff proposals should be submitted to Staff Human Resources at least 90 days in advance of the layoff effective date to allow time for the calculation of seniority and severance pay; to review exceptions to seniority order; to identify transfer and reassignment opportunities; and to accomplish the required advance notice period (normally 30-60 days).

Layoff decisions must be properly documented and reviewed for compliance with personnel policies (PPSM), collective bargaining agreements, and non-discrimination policies.

Prior to the layoff of an employee in a designated classification, departments should first consider transfer or reassignment to vacant positions within the layoff unit or within their respective Division.

In determining affected positions and classifications, the focus must be on positions, not individuals. The layoff process is not intended as a performance management tool.

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