University of California, Riverside

Human Resources



Separation Actions


Prior to taking any of these separation actions, always check the relevant policies andunion contracts.  It is advised that you consult with Labor Relations prior to taking any of the following separation actions:
  • Layoff
    Layoffs are involuntary separations due to lack of funds, lack of work, or reorganization. 
  • Medical Separation
    An employee who becomes unable to perform essential, assigned functions due to a disability or medical condition may be separated. Departments should consult with Labor Relations and the Disability Management Coordinator prior to taking such action.
  • Release During Probationary Period
    If a concern arises involving performance, attendance or conduct during the probationary period, managers and supervisors are encouraged to contact Labor Relations to discuss options.
  • Resignation
    It is recommended that resignation be in writing. Upon resignation, compensation owed to an employee must be provided to her/him within 72 hours of the date of resignation according to the Rules Regarding Payment of Wages at time of Separation.
  • Termination
    Termination of a career employee is generally the final step in the corrective action process and should be done in consultation with Labor Relations.

Layoff & Severance Pay

Procedure

When an employee is being laid off, reduced in time, or moved to a partial-year position, the department must provide written advance notice of such actions to the employee.  Campus procedure requires that proposed layoffs be reviewed by the Labor Relations Office.  This process is initiated by completing the proposal form for reduction in time or layoff and a draft notice.

Go to: Layoff Notification Sample Letters

Supervisors should always check the relevant collective bargaining contracts or Personnel Policy for Staff Members (PPSM) and review the notification letter with departmental management in consultation with Labor Relations before notifying the affected employee.  

The Human Resources Office has created an easy to read "Layoff/Reduction in Time At-A-Glance" document that contains a summary of layoff/RIT information for employees by policy (non-represented) and bargaining unit (represented).

Implementation

Layoffs or reductions in time are implemented by job classification within a designated layoff unit.

Severance

A severance payment may be an option for a regular status career employee who has received notice of indefinite layoff or whose time has been reduced indefinitely. Currently, eligible non-represented unit 99 employees and eligible employees covered by the CX, SX, HX, TX, and RX contracts have severance payment options available in the event of an indefinite layoff and in some cases of indefinite reduction in time.  

Preferential Rehire and Recall Rights

Employees who do not elect severance are eligible for recall or preferential rehire.  Please consult the relevant policy or contract.

The Human Resources Office has created an easy to read "Preferential Rehire, Recall and Severance Rights At-A-Glance" document with information on eligibility, rehire and recall rights and criteria.

Download the Preferential Rehire, Recall and Severance Rights At-A-Glance PDF

Medical Separation

Procedure

An employee who becomes unable to perform essential, assigned functions due to a disability or medical condition may be separated. Departments should consult with Labor Relations and the Disability Management Coordinator prior to taking such action.

Go to: Medical Separation Sample Letters

Release During Probationary Period

Most career employees serve a probationary period during their first six months of employment.

The probationary period is intended to give managers and supervisors an opportunity to review the ability of this new employee to perform all aspects of the position.

Procedure

If a concern arises involving performance, attendance or conduct during this probationary period, managers and supervisors are encouraged to contact Labor Relations to discuss options. An employee should receive timely feedback on any concerns regarding performance, attendance or conduct.

Probationary employees may be released at the discretion of the University.

Notification

Probationary employees should be notified of the release in writing.  It is also advised that supervisor always check the relevant collective bargaining contract.

For information and policy governing limited appointment conversion to career status, see Limited Appointment Notice of Conversion to Career Status


More Information

General Campus Information

University of California, Riverside
900 University Ave.
Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Tel: (951) 827-5588
Fax: (951) 827-2672

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