General Layoff Guidelines
Prior to the layoff of an employee in a designated classification,
departments must first consider reassignment of those employees to vacant
positions in the classification.
Employees are provided advance notice
dependent on their Collective Bargaining Agreement.
In determining affected positions and classifications, the focus must be on positions, not individuals.
Layoff decisions must be properly documented and reviewed for compliance with
personnel policies, collective bargaining agreements, and nondiscrimination
policies.
A layoff is not approved until it has been reviewed by Labor and
Employee Relations.
Overview
Layoffs or reductions-in-time may be temporary or indefinite and may include certain rights of re-employment. Only non-probationary, career employees on indefinite layoff are eligible for recall and preferential rehire rights. Temporary layoff or temporary reduction-in-time is discussed below.
Forms, sample letters, and reference materials designed to assist both the department and the employee are included in separate sections at the end of this Guide.
Temporary Layoff and Temporary Reduction-In-Time
Temporary layoff or temporary reduction-in-time occurs whenever there is a need to immediately reduce the workforce based on lack of work or lack of funds. A temporary layoff or temporary reduction-in-time shall not exceed four calendar months (120 calendar days).