4.2.4 Elimination of Position (Layoff)

The home department must interview individuals for all available positions for which the employees are qualified during the 90 calendar days following the termination date.

 

 

For additional information, see policies 4.2.5 Recall and Rehire and 6.0.1 Crediting of University Service. 

If employees have received formal notification of layoff and thereafter refuse work or refuse an offer of transfer to positions that are comparable in rank and/or pay as determined by the University, such refusal is treated as a voluntary resignation effective immediately, and the employees waive any rights to the benefits provided under this policy (see chart above to calculate formal advance notification).

Please refer to University policy 4.2.5 Recall and Rehire  for more specific information.

Based on departmental and University workplace needs, assess whether any positions must be eliminated.

 

Confer with the senior human resources manager in advance of any potential layoff situation to:

Submit written documentation describing the plan to the appropriate administrative officer or office head to obtain authorization for layoff. 

After the layoff decision and plan are approved, meet with affected employees as soon as appropriate to discuss the impending change.

 

Provide letters of formal notification or severance to employees.

 

Provide employee with information about benefits and available resources.

 

Calculate unused accrued vacation time due to the employee.

 

Prepare Termination/Retirement Form, verify forwarding address and submit form to Human Resources.

 

Collect keys, identification card, parking sticker, credit cards, and other University property or computer passwords, as appropriate.

 

Remind employee to return all library materials (see policy 4.0.2 Return of University Property).

 

Communicate with the Office of Information Technology regarding access to data systems, as necessary. 

Consult with supervisor regarding the circumstances which necessitate a layoff and the layoff criteria.

 

Assist in development of a schedule of transition activities.

 

Review written formal letter of notice prepared by the supervisor.

 

Provide supervisor with information about benefits upon termination and any other documentation, as needed.

 

Meet with employee, as appropriate, to provide additional information and support.

 

Work with supervisor on communication plans to staff and other constituents, as appropriate.

 

Schedule and conduct exit interview with employee.

 

Provide specific information regarding the employee’s benefits and resources. 

Review and process the Termination/Retirement Form and coordinates the severance payment with Payroll and/or Human Resources staff

 

Notify the HR staffing specialist and career development specialist.

(609) 258-3300

 

Michele Minter

(609) 258-6110

 

 

(800) 437-0911

(609) 258-1775