Advance notice rules for layoffs
- Departments must contact the campus human resources department before notifying an employee of a pending layoff.
- Departments must give Staff employees at least 30 days written notice of a layoff. If a department is unable to provide 30 days written notice due to unforeseen circumstances, such as when the department is adversely effected by the actions of another department, it must nonetheless provide at least a minimum of 14 days written notice of a layoff.
- When preparing for a layoff, university administration determines the work and positions that are affected. The department head determines which employees will be laid off according to one of the following approaches:
- Equal distribution of lost time
- Occupational unit seniority within each affected functional classification
- In accordance with the advance notice rules in Section A. above, departments must follow these guidelines:
- Except for Temporary students, all Temporary employees shall be laid off first.
- In order of least occupational unit seniority, appointed employees are laid off second.
- If departments cannot afford to eliminate all Temporary positions, employees who are designated for layoff will receive first preference for Temporary jobs.
Continuation of insurance and benefit plan coverage
- Staff employees affected by a layoff of more than 30 days are considered to be on a leave of absence for up to three months. These staff must contact the campus human resources office to arrange for payment of their insurance and benefit plan premiums.
Use of accrued time off
- During the notice period Staff employees can be required to use accrued time off.
- Except Staff employees represented by CWA cannot be required to use any type of accrued time off including comp time during the notice period.
- In the event of a layoff due to lack of work such as during the holiday break, spring break or summer term, Staff employees are allowed to use accrued time off or take the time as leave without pay.
- Accrued time off used during the layoff does not count toward the maximum usage rules for PTO and vacation.
- In the event of a layoff due to budgetary constraints, Staff employees are not permitted to use accrued time off and must take the time as leave without pay.
- Sick leave and income protection time cannot be used during layoffs unless the employee was otherwise off or scheduled to be off during this period due to a serious health condition (such as surgery) or FMLA.
- Staff employees continue to accrue time off during a layoff of 30 days or less.
- Staff employees do not accrue time off during a layoff lasting more than 30 days.
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