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Layoff Options Breakdown for HX Employees

Preferential Rehire Period

  • < 10 years of seniority = 1 year
  • ≥10 years of seniority = 2 years

 

Termination of Preferential Rights

The right to preference for reemployment terminates:

  1. Upon the employee’s retirement. 
  2. At the end of the eligibility period.
  3. If an HX employee refuses recall under the provisions of Section D.4., Recall.
  4. If an HX employee refuses and/or fails to respond to a University inquiry concerning the employee’s desire to remain on the preference for reemployment list.
  5. If an HX employee accepts a career position.
  6. If an HX employee refuses to accept a position offered by the University which is at the same or higher salary level (as determined by the salary range maximum); and, is at the same or higher appointment rate held by the HX employee at the time of layoff.
  7. If a career employee who has received her/his notice of indefinite layoff elects to receive severance pay in lieu of preferential rehire.

Recall Period

  • Employees who are eligible for recall with less than five (5) years of seniority shall retain recall eligibility for one (1) year.
  • Employees who are eligible for recall with five (5) years or more seniority shall retain recall eligibility for two (2) years.

 

Termination of Recall Rights

  1. Upon the employee’s retirement
  2. At the end of the eligibility period
  3.  If an employee refuses and/or fails to respond affirmatively within ten (10) calendar days to a University inquiry concerning the employee’s desire to remain on the recall list for possible return to work
  4.  If an employee refuses or fails to respond within ten (10) calendar days to a written recall to work in the same classification within the layoff unit, at the same or greater appointment rate, and at the same or greater rate of pay earned by the employee at the time of layoff
  5.   If an employee refuses an offer of reemployment at the same or greater appointment rate, at the same or higher salary level as determined by the salary range maximum, and at the same or higher rate of pay earned by the employee at the time of layoff within ten (10) calendar days
  6. If an employee accepts a career position within the University at the same or higher salary level as determined by the salary range maximum, the same or greater appointment rate, and the same or higher rate of pay earned by the employee at the time of layoff
  7.  If a career employee who has received her/his notice of indefinite layoff elects to receive severance pay in lieu of recall

Severance

Employees with less than five (5) years of University service shall receive two (2) weeks severance pay. 

Employees with five (5) or more years of University service shall receive five (5) weeks severance pay, plus one week for each additional year of service, up to a maximum of sixteen (16) weeks. 

Employees who are laid off following a reduction in time that occurred within sixty (60) calendar days of the layoff shall be eligible for severance, or reduced severance, on the basis of their percentage of appointment just prior to their reduction in time. 

This section shall not apply to temporary layoff. 

Failure to make an election as provided in Section 6 will result in the employee receiving preferential rehire and recall rights and extinguish the right to severance

Reduced Severance

Employees with less than five (5) years of service are not eligible for reduced severance under this section.

Employees with five (5) or more years of service shall receive four (4) weeks reduced severance.

Employees with 13 or more years of service shall receive eight (8) weeks reduced severance.

Employees who are laid off following a reduction in time that occurred within sixty (60) calendar days of the layoff notice shall be eligible for reduced severance on the basis of their percentage of appointment just prior to their reduction in time.

 

Severance Repayment
An employee who has received severance pay under this provision and who returns to work in a career position with the University at the same or higher salary and same or higher percentage of time as the position held at the time of layoff shall repay to the University the portion of severance pay received that exceeds the time the employee was laid off. Before returning to work, the employee must make repayment in full or sign a repayment agreement.