Pre Planning Review

Alternatives to Layoff

• Consider all cost saving measures before contemplating layoffs. Eg.:
  • Can the employee be reassigned?
  • Can you eliminate limited, contract, or per diem staff to meet your objectives?
  • Can employees be furloughed (partial layoff/reduction in time action)?
  • Offering the affected employee another vacant career position at the same or lower classification and same or lower appointment percentage in the bargaining unit, if any, at the same campus/medical center or Laboratory provided the affected employee is qualified to fill the vacancy.
  • Provided the University has determined the affected bargaining unit employee could learn the requisite skills required to be qualified in subsection b. above within three (3) months, the University shall consider offering such a position to the affected employee as an alternative to layoff. 

Initial Steps and Considerations

• Consult with Employee & Labor Relations as soon as your department has decided to reduce staff
• Identify your layoff unit
• Determine which positions/classifications will be impacted by layoffs
• Consider holding general information sessions to ask employees to think about cost-cutting measures and ideas