Indefinite Layoff and Indefinite Reduction-In-Time
Departments MUST first consider alternatives to layoffs, such as:
- elimination of vacant positions
- transfers or reassignments
- temporary layoffs
- reductions-in-time
- elimination of Limited positions
- job redesign and other actions which could mitigate the impact on employees in career positions.
Layoffs or reductions-in-time may occur only when there is a lack of funds, lack of work, or reorganization.
Advance notice to employees varies from 30 to 60 days prior to layoff. (Link to collective bargaining agreements: )
Indefinite layoff and reductions-in-time are implemented in the inverse order of seniority* by job classification within a designated layoff unit.
In determining affected positions and classifications, the focus is on positions, not individuals.
Layoff and reduction-in-time decisions must be properly documented and reviewed for compliance with personnel policies, collective bargaining agreements, and nondiscrimination policy.
Layoff and reduction-in-time are not appropriate mechanisms for resolving employee performance problems.
A layoff or reduction-in-time is not approved until it has been reviewed by Labor and Employee Relations.