To provide guidelines to University Departments/Schools/Divisions who must reduce staff through layoffs of regular staff employees due to operational changes or financial constraints. Layoff processes should not be used when corrective action processes or terminations for cause are most appropriate.

When it becomes necessary to reduce staff through layoffs, reductions will be made in view of the needs of the Department/School/Division.

Guidelines:

1. Any job elimination (layoff) should be viewed carefully and seriously when determining a departmental reorganization or other administrative change and must be discussed with University Human Resources Management (UHRM). Every effort should be made to utilize existing staff employees within the new structures.
2. Departments/Schools/Divisions are responsible for selecting each position to be affected by staff reduction.
3. When possible, non-benefits-eligible staff employees will be considered first for layoff.
4. Regular staff employees will be given advance notice, in writing, of an impending layoff (with copies to UHRM). A Department/ School/Division may provide pay in lieu of having a staff employee work through a notice period. Notice periods are as follows:
   • For staff employees paid monthly - at least one (1) month advance notice.
   • For staff employees paid biweekly - at least two (2) weeks advace notice.

   A staff employee scheduled for layoff will be given reasonable time off to seek another position and conduct scheduled interviews during his/her layoff notice periods.

5. Transition plans may include services such as skills assessment, resume creation/revision, effective interviewing training, and/or assistance in identifying other job opportunities. Outplacement services may, on occasion, be appropriate. When thought desirable, these matters should must be discussed with UHRM.
6. A regular staff employee returning to work from layoff status will have his/her University service bridged if he/she returns to University employment within six (6) months of being laid-off [provided one (1) year of prior University service has been rendered], or within twelve (12) months of being laid-off [provided more than one (1) year of prior University service has been rendered].
7. Under COBRA, a laid-off staff employee is entitled to continue his/her health and dental insurance for eighteen (18) months. As a laid-off employee, the first three (3) months will be at the employee’s current rate. The remaining fifteen (15) months will be at the full COBRA rate.
8. The University will not contest an unemployment insurance claim for a staff employee who is terminated through the layoff process.
   

U208 Termination of Employment, U309 Performance Planning and Feedback, and U703 Progressive Corrective Action.