PLANNING (90-120 days in advance):
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Step 1. Client contacts Human Resources Partner (HRP) to discuss business reasons, scope, and timeframe for layoffs, as well as strategies for cost-savings and reassignment options to avoid layoffs. |
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Step 2. HRP reviews Layoff Resources on HR Website. |
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Step 3. HRP contacts Central HR Employee Relations to share pending layoff plan, (policy/unit). |
IMPLEMENTATION:
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Step 4. HRP assists Client Supervisor/Manager with scripting initial general staff announcement regarding pending layoffs and business reasons. |
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Step 5. HRP requests seniority points for each title code impacted for layoff from Records unit. |
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Step 6. HRP contacts Central HR Employee Relations to determine whether bumping and/or out of seniority layoffs may be necessary; if so, review process and plan for additional timeframe. |
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Step 7. HRP prepares Attachment A (and supporting documents). Note: more than one Attachment A may be required for different title codes. |
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Step 8. For each layoff, HRP determines layoff preferential rehire/recall and severance eligibility, and schedules an appointment for the employee to meet with the SPC Coordinator - in HR Policy and Practice on (date) at (time) at location: Human Resources, UC Berkeley, 2199 Addison Street, Room 192, Berkeley, CA 94720. Note: The University provides assistance to laid-off employees in finding new employment through Transition Services which can promote a more productive job search with resources, guidance and development opportunities (Transition Services Program). Contact: 510-642-1013 or email: transitions2@berkelely.edu |
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Step 9. At least 15 work days before layoffs, HRP submits layoff package (Seniority points, Attachment A with supporting documents, and layoff letter drafts) to Central HR Employee Relations for review. |
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Step 10. In coordination with Client Supervisor/Manager, HRP drafts talking points, and schedules individual meetings with each employee to be laid off and to receive layoff letter. Another option: if 5 or more layoffs, a group meeting can also be scheduled in advance (with Benefits, Care Services, CHR Transition Services, and CHR Employee Relations present). |
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Step 11. HRP completes layoff letter distribution, and processes layoff terminations, including payout of severance, if applicable. |
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Step 12. In coordination with Client Supervisor/Manager, HRP drafts post-layoff communication, plans meeting with remaining staff employees regarding workflow going forward. |