Layoff & Separations

Layoff: What to Expect

Your supervisor will meet with you individually to inform you of the layoff decision and why the layoff was necessary. He or she will share information about the process, your benefits and pay, separation dates, severance, and outplacement resources.

It’s a lot of information to keep in mind. You may have questions regarding the layoff process, impact on your benefits, and support resources. Detailed information can be found below.

If you are represented, you may also be invited to additional meetings, which may include representatives from your bargaining unit.

Layoff: First Things First

Take the time to read all the material you've received. There are action steps you may need to take regarding your benefits and possible end dates. Explore the Resource List on this website and utilize the available information, resources, and support

The following five things are particularly important. Details are included in the information you have received from your department.

Review...

Layoff: Other Resources (Employees)

collapse all expand all General Resources Outplacement Services The Transition Services Program is provided by People & Culture, Talent Acquisition. It offers ongoing coaching support to employees whose jobs have been impacted by budget cuts or reorganization. It...

Layoff Resources

Avoiding, Implementing, and Surviving Staff Layoffs: Information for Employees and Departments

The University of California, Berkeley is committed to creating a healthy and supportive environment for each employee and to administering all policies fairly and equitably. It is the policy of the University to minimize layoffs required by budget reductions and to consider staffing reductions only after other creative solutions have been considered.

The information on this website was developed by People & Culture with...

Layoff: Introduction (for departments)

Many departments are facing difficult budget decisions that may result in reorganizations or staff reductions.

Nevertheless, sometimes layoffs are inevitable. Having to reduce staff can be one of the most difficult challenges that managers face. To respond to this challenge, People & Culture offers services and resources to support both management and staff during these turbulent times.

If you are currently facing budget cuts and are considering staff reductions as an option, a team of People & Culture specialists are available to assist you. Contact your...

Layoff: Information for Departments

collapse all expand all General Information Introduction Workload and Workforce Planning Planning for a Layoff Layoff Planning Flow Chart...

Medical Separation Checklist

CHECKLIST FOR REQUESTS FOR REVIEW FOR MEDICAL SEPARATION Has the case been reviewed with the Employee Relations Consultant? Are there any protected leave status issues (e.g. FMLA, CFRA, PDL)? Is this a worker’s compensation case, and if so, has the department been in contact with the vocational rehabilitation unit? Has the department engaged in the interactive process with the employee? How recently did this occur? Is the Request for Review signed by a manager and is it dated? Are all the required/relevant parts of the form completed? Are the responses appropriate? Are all of the relevant/...

Layoff Process: Checklist

PLANNING (90-120 days in advance):

Layoff: Other Resources (Departments)

People Your assigned Employee Relations Consultant People & Culture Team of Advisors (Labor Relations, Compensation, Employment, Benefits, Training, etc.) If you are a UCB employee and need HR assistance please contact your region. If you are not a UCB employee and you have a question, you may contact the People & Culture First Contact...

Seniority Points Calculations

The seniority provisions of the policies and contracts require the University to lay off the person with the least seniority in the classification affected. If there is more than one employee in the classification, you must calculate seniority points and develop a seniority list. The situation may require that a more senior employee "bump" a less senior employee, or you may find that an out-of-seniority layoff is necessary because the position requires very specialized skills that cannot be learned in a reasonable amount of time. These situations are explained below.

The Berkeley...