Human Resources

Determine the rationale for the action. Reasons for such action are lack of funds, lack of work, or reorganization.

• Review all sources of income, current and/or proposed work requirements, and reasons for reorganization.

Determine the needs of the new organization.

• Review the necessity of all current student positions and limited-time appointments within the affected organization (layoff unit).
• Outline the type and number of positions needed in the new organization.

Compare the proposed new organization to the existing organization.

• Determine which positions and classifications will be affected by the proposed layoff or reduction in time.
• Focus on positions, not individuals.

Review the pertinent layoff article.

• Review either PPSM 60 - Layoff & Reduction in Time and/or the appropriate collective bargaining agreement located on the Collective Bargaining webpage.
• Properly document all decisions.

Prepare layoff proposal.

• Complete Layoff/Reduction in Time proposal, and have it signed by your Department Head.
• If you propose an employee for layoff who has seniority over other employees, you must also provide:
  • The names of all less senior employees in the same payroll title.
  • Justification of the reasons for retaining a less senior employee.
  • Position Descriptions for employee proposed for layoff as well as for each employee who is less senior.
• Keep and file all paperwork associated with your decision-making process.

Wait for Employee Relations to process the layoff proposal.

• Employee and Labor Relations (ER) reviews your proposal(s) for accuracy and compliance with policy and collective bargaining agreements.
• ER provides the final review.
• ER contacts your department to let you know that the layoff is approved and provides you with a template layoff notice and severance election form for you to present to the employee(s) along with Layoff Packet Information.

Notify affected employee(s).

• Wait for approval from your Employee Relations Consultant
• Confirm and clarify specific rights of affected employee with Employee Relations Consultant.
• Meet privately with each employee when giving a layoff notice.

Allow sufficient time for the employee to ask questions.

Provide support.

• Allow release time for the employee to utilize services offered throughout layoff such as career counseling, ASAP, etc.
• Refer the employee to Layoff/Reduction in Time: Resources for Employees.

Communicate the situation to the rest of your department.

• Determine if a meeting or written communication is most appropriate.
• Provide time and/or opportunity for questions and responses.
• Contact the Employee and Labor Relations Analyst for guidance.