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It is the University’s sole discretion to determine the need for layoffs, the classifications of employees to be laid off and the layoff unit(s).
If, in the judgment of the University, budgetary or operational considerations make it necessary to curtail operations, reorganize, reduce the hours of the workforce and/or reduce the workforce, staffing levels will be reduced in accordance with policy or collective bargaining agreements.
It is the policy of the University to minimize the effects of indefinite layoffs and reductions in time of employees in career positions when such actions are necessary due to lack of funds or lack of work, including lack of work due to reorganization or redefinition of needs.
Prior to layoff, the unit head shall identify opportunities for transfer or reassignment in the department in accordance with policy or collective bargaining agreements.
II. Related Policies, Contract Articles and References
- Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement:
- Contract Articles - employees covered by a collective bargaining agreement
- Layoff Resources - Guidelines for Managers and Supervisors
III. Authority
The Unit Head is delegated the authority to determine when layoffs are necessary and to select employees for layoff in accordance with policy or collective bargaining agreements.
IV. Criteria
Layoffs are permanent or temporary involuntary actions that affect the employee’s status such as:
- Indefinite layoff
- Indefinite reduction in time
- Temporary layoff
- Temporary reduction in time
- Reassignment to a partial-year career position resulting from the elimination of a full-year career position.
- Transfer to a limited position resulting from the elimination of a career position.
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