Factors To Consider When Planning For Layoffs Or Reductions-In-Time
- Carefully assess the business necessity of retaining Limited or Per Diem positions. In the absence of compelling business reasons, these positions are the first to be eliminated when lack of funds or lack of work necessitates a decrease in staffing levels.
- Consider alternatives which could minimize the impact on employees in Career positions, e.g., reductions-in-time in lieu of total layoff, temporary layoffs, job sharing, and a hiring freeze.
- An employee whose position has been identified for a reduction-in-time or layoff shall be considered for transfer or reassignment to a comparable (as defined by salary range maximum and percent of time) vacant Career position within the layoff unit provided the employee is qualified to perform the duties of that position. Transfers and reassignments across layoff units can be accomplished through interdepartmental lateral transfers of positions or through the preferential rehire process following notification of layoff.
- The order of indefinite layoff and reduction-in-time of employees in the same classification within a unit of layoff is in inverse order of seniority. (Please see Reduction-in-Time/Layoff Examples below).
- Retention of employees with less seniority based on special skills, knowledge, and abilities within the same job classification must be based on defensible criteria that meet the essential operating functions of the Department. Documentation of such actions is subject to the review and approval of L/ER and must be disclosed to employees affected by layoff or reduction-in-time.
- Retain any documentation used in making decisions regarding layoff or reduction-in-time. This documentation may be necessary in order to respond to grievances, lawsuits, or discrimination claims with external agencies.
It is the policy of the University not to engage in discrimination against or harassment of any person employed by or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy is intended to be consistent with the provisions of applicable State and Federal laws and University policies.