Layoff & Reduction Documents
DEFINITIONS
Layoff and Reduction In Time: If, in the judgement of the University, budgetary or operational considerations make it necessary to curtail operations, reorganize, reduce the hours of the workforce and/or reduce the workforce.
Recall Rights: Recall in order of seniority to positions in the same class and layoff unit at the same or lesser percentage of time. Eligible for rights to recall for three years from date of layoff.
Preferential Rehire: Preference for active and vacant positions at the same or lesser classification and percentage of time, within the Office of the President. Duration of eligibility is dependent upon years in the position.
Layoff Unit: County Office.
SUMMARY OF POLICY
This policy covers indefinite layoff and reduction in time, temporary layoff and reduction in time, transfer to a limited term position resulting from the elimination of a career position and involuntary reassignment to a partial-year position resulting from the elimination of a full-year career position.
The layoff process provides the right to recall and preferential rehire rights to affected employees.
- Indefinite Layoff and Indefinite Reduction in Time - are effected by layoff unit and by title code, in inverse order of seniority. Exceptions may be considered when a less senior employee possesses special skills, knowledge, or abilities that are not possessed by other employees in the same title code, and which are critical to maintain the operations of the department or program.
- Temporary Layoff and Temporary Reduction in Time - shall not exceed four calendar months. Employees may be temporarily laid off or reduced in time regardless of seniority or title code.
PROCEDURES
- Once the necessity to initiate layoff has been decided, the Supervisor and County Director prepare a layoff plan and submits to Regional Office for review.
- Regional Office reviews and approves plan and submits to DANR Staff Personnel Services.
- DANR Staff Personnel Services works with UCOP Labor Relations to review the plan for policy compliance including verification of seniority and special skills, and review of minimum qualifications for vacant positions and qualifications of employees to be laid off.
- UCOP Labor Relations sends required notification to appropriate bargaining unit for their review and approval.
- UCOP Labor Relations provides the Regional Director (and copies the County Director) with written confirmation of layoff plan approval and instructions for implementing the layoff plan including a draft layoff notification letter.
- Supervisor or County Director issues written notice, or pay in lieu of notice, to affected employees at least 30-calendar days (may be more depending on union representation) prior to layoff date.
TIPS
- Layoff plans, when feasible, should be submitted at least 90 - 120 calendar days in advance of the proposed effective date of the layoff action.
- Layoffs are not to be used to deal with performance issues. Performance issues should be addressed using the performance management process.
- Employee should not be notified of layoff action until plan has been submitted and approved by UCOP Labor Relations.
- Career employees may not be separated due to appointment end date, project end date, or lack of funding. Supervisors should anticipate these actions and prepare a layoff plan prior to 90 - 120 days of the appointment, project or funding end date.
- Fixed career appointments may not be reduced without a layoff plan unless the request is initiated by the employee.
- An employee will receive at least 30 (varies by contract) calendar days' advance written notice of indefinite layoff or reduction in time, or shall receive pay in lieu of notice.
REFERENCE/WEBSITE LINKS
Collective Bargaining Contracts
http://www.hr.ucdavis.edu/Elr/Contracts
Layoff & Reduction Documents