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.
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.
What does this mean for you and your recruitments?
You may be contacted by Talent Acquisition (TA) when a Preferential Rehire candidate has expressed interest in exercising his/her rights for an opening in your department.
Talent Acquisition will assess the applicant’s eligibility and qualifications while working closely with you to review the preferential rehire candidate for consideration.
For information on the Recall process, please contact your Employee Relations (ER) Analyst.
Helpful Tools and Resources:
