Layoff & Separations

Layoff: Resources Provided by Employment Services

Employment Services offers a variety of services and resources to employees during their transition. The Special Placement Consideration (SPC) Coordinator and Transition Services Program (TSP) Coordinators are available to meet with employees in one-on-one and group sessions to:

Explain their rights to preferential rehire and recall (if applicable). Describe outplacement and career transition services available on campus and in their local communities...

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 describe the assistance available to you in understanding the impact on your benefits, and your job search. Your supervisor will also schedule an appointment with Employment Services, where you will be provided with more detailed information about your rights regarding notice. You may also be invited to additional meetings, which may include representatives from your bargaining unit.

Your...

Layoff Planning Flow Chart

This flow chart provides general guidelines for a department faced with budget reductions and programmatic changes. Refer to union contracts and personnel policies for specific notice requirements and key time frames.

Explore non-layoff solutions

Contact...

Layoff: Communicating with the Employee

Telling employees that they are going to be laid off is never an easy task. You may experience anxiety and guilt about having to take the action. Recognize that these feelings are normal. Making sure that you treat the employee humanely and compassionately will help to make this difficult situation more tolerable for both of you. Be sure to tell the employee to consult the applicable policy or contract.

Speak to the employee in a private place. Recognize the employee's contribution to the unit. Briefly explain the...

Layoff: Information for Employees

collapse all expand all General Information First Things First What to Expect in a Layoff Managing the Stress...

Layoff: Managing the Stress

When a person's job ends involuntarily because of budget cuts, it's normal to feel a sense of loss and the need to take some time to begin to heal. At least temporarily, you may have lost many things, including your daily work, your work associations, a structure for your days, financial security, and status. Even though your job loss is due to budget cuts and not your fault, it is common to feel some loss of self-esteem, or that somehow you have failed, and it can be hard to tell your friends and family.

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Layoff: First Things First

Even if you don't have time to read all the material you've received, or if you don't feel like it immediately, make sure to take care of these five things. Details are included in the information you have received from your department.

Check the contract or personnel policy that covers your appointment to learn about your rights and responsibilities. Be sure to attend the appointment scheduled for you with a Recruiter in Employment Services. Know about your...

Communicating with Staff After Layoffs

It is your responsibility to respond to the feelings of the remaining staff and to communicate a positive image for the future. Here are some important topics to discuss; a series of meetings is a good way to ensure an ongoing safe place for communications.

Acknowledge that it is normal to feel anxious during these uncertain times. Announce the personnel changes that have occurred. If appropriate, explain the department reorganization and redefine roles. Discuss any impact on workload/work flow. Ask for suggestions for improving department effectiveness. Assure staff members that no...

Resignation

Employees who voluntarily separate from employment are considered to have resigned their University employment. Requirements for the amount of notice vary, depending on the personnel program.

For more information, see Chapter 23: Separations.

Retirement

When an employee separates service from the University at age 50 or later, refer the employee to the Campus Benefits staff for information on options for retirement and savings plans. An employee under age 50 may have the option of becoming an inactive member of the retirement and savings plans. An employee 50 or over may have the option of applying for retirement benefits.

For more information, refer to Chapter 19: Benefits and...