Layoff/Involuntary Reduction in Time

I. Summary

It is the University’s sole discretion to determine the need for layoffs and reductions in time due to lack of funds or work and/or reorganization, and the classifications of employees to be laid off and the layoff unit(s). Helpful Layoff Resources information can be found at:

II. Related Policies, Contract Articles and References

  1. Union Agreements - employees covered by a collective bargaining agreement
  2. Personnel Policies for Staff Members 

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

Temporary/Permanent Layoffs/Reduction in Time, Reassignment to Partial Year Career Appointment, or transfer into a limited position may be implemented when the Unit/Head has determined that it is necessary based on the operations needs of the unit. 

V. Process Overview

  1. The Unit /Department  refers to the Options and Effects Chart and consults with their Employee Relations (ER) Analyst at least 90 days in advance of the planned effective date.
  2. The Unit/Department identifies positions within the layoff unit for whom the indefinite layoff/reduction in time is proposed. 
  3. The ER Analyst works with the Unit/Department to draft layoff notices, and coordinates processing with Operations.


For Employees

For Managers and Supervisors

VII. Forms/Resources