Understanding Preferential Rehire and Recall Rights

As a hiring manager, it’s important you understand the rights of career employees who have been notified of layoff and who may be eligible for Preferential Rehire and Recall. Employees who have received layoff notices may elect preference for rehire or recall, instead of severance. For any questions about these provisions, please contact your ER Analyst.

For information regarding how these rights intersect with your Recruitment Actions, visit the Frequently Asked Questions under Preferential Rehire/Recall Rights.

Preference for Reemployment (Preferential Rehire): The right of a laid off employee to be granted first consideration for a vacant career position at the same or lower salary range maximum and at the same or lesser percentage of time as the position from which the employee was laid off. For employees represented by collective bargaining agreements, the position must also be in the same bargaining unit from which the employee was laid off. You may find program participation time limits in the applicable collective bargaining agreement or PPSM and/or in the Layoff Options Break Down by Contract/PPSM.

Recall: The right of an employee to return to University service in an active, vacant career position in the same classification and department at the same or lesser percentage of time as the position from which the employee was laid off. You may find program participation time limits in the applicable collective bargaining agreement or PPSM, and/or in the Layoff Options Break Down by Contract/PPSM.