ABC may have to adjust staffing levels during slow economic times.If retraining or reassignment is not
possible, ABC will administer layoffs in an equitable, respectful and
staffing is critical to ABC’s success. However, economic and organizations
situations and resources may change; and as a result adjustments to staffing
levels may be necessary.
systems that help the reemployment efforts of laid-off employees.Services are available during the layoff
person who coordinates and assists laid-off employees.
official date of separation from payroll due to layoff.
position of at least hours per week. May be a permanent or
position of less than hours per week. May be a permanent or
permanent appointment without a specified ending date.
appointment to a position of at least hours per week with a duration of at least months.
employment status where the employee is guaranteed less than hours per week.
indefinite termination of employment or an indefinite change in hours of or more, or a reduction below hours per workweek.
services, benefits, and/or severance pay provided to qualifying employees.
period of time during which a laid-off employee is still employed by ABC.
career services that may be provided to laid-off employees.
appointment to a position of at least hours per week with a duration of less than months.
regular appointment with a specified ending date determined at the time of the
policy is intended to ensure that layoff procedures are consistent and to
provide information to employees during the layoff period.
policy applies to:
full and part-time employees employed by ABC for more than one continuous year.
full and part-time employees on term appointments or extended term appointments
oHave completed at least one
year of the appointment.
oCannot complete their term
of employment due to layoff.
regarding layoff are the responsibility of the supervisor/manager.HR must be consulted before layoff decisions
are made in order to ensure the decisions are equitable, consistent and
Change in Hours
increase or decrease of or more of an employee’s hours falls under the
provisions of this policy. In such cases, the employee may:
in the position with the increase or decrease.
layoff and receive a layoff package in accordance with this policy.
A change in hours made at the request of an employee is not covered by this
employee may be reassigned to another position or laid off.
ABC has a vacant or new position and the employee slated for layoff is
qualified for the position, the supervisor may appoint the employee to the new
or vacant position.The employee is not
required to accept a position at a lower job level or salary. In these cases,
the employee will be placed on layoff.However, absent such circumstances, reassignment may be made in lieu of
layoff at the discretion of the supervisor.
a supervisor reassigns an employee, he or she must discuss the employee’s new
salary with Human Resources. The assigned salary must reflect:
employee's experience and qualifications.
employees will receive a severance package that includes career services,
severance pay, and benefits.
layoff period is effective the date of layoff and ends from the layoff date or when the employee
attains a regular position, whichever is earlier.During layoff, employees are eligible for
certain benefits as per this policy.Accepting of temporary or casual employment does not affect the layoff
Responsibilities During Layoff
have the following responsibilities during the layoff period:
actively search for a new position that matches their skills and abilities.
notify the case manager and Human Resources, if external employment is
Failure to comply with the above requirement may result in the termination of
the layoff period and all associated benefits.
case manager is assigned to the laid off employee by Human Resources in
conjunction with the supervisor.The
case manager can be a supervisor or a consultant from Human Resources and will
work with the employee throughout his or her layoff period.The case manager will arrange the initial
introductory meeting to discuss the job search process and to provide
information about benefits and services available.The case manager will meet with the employee
during the layoff period to assist with the job search.
Individuals For Layoff
staff reductions will impact more than one employee in the same job, the
supervisor must consider the ability of each employee to perform the work
remaining after the staff reductions, including previous performance
the employees have equal abilities, (i.e., they are equally able to perform the
remaining work), then the supervisor should consider the following criteria:
supervisor and Human Resources will determine the impact the reductions will
have on the proportion of women or minorities at ABC and whether affirmative
action goals have been met for the affected position(s).
affirmative action goals are involved, the supervisor must contact
Organizational Development before making a decision.
all other factors are equal, should be considered.
of Human Resources
a layoff, Human Resources has the following responsibilities:
and/or propose layoff plans to the supervisor for approval.
written layoff plan and retain documentation compliance purposes or
the case manager in conjunction with the employee’s supervisor.
the case manager of the layoff.
a layoff package from Organizational Development.
supervisor has determines which position(s) will be affected by layoff.Throughout the process, the supervisor must
consult with Human Resources.When
making the decision, the supervisor must consider:
department’s staffing needs.
to properly distribute workloads.
type and number of positions reduced or eliminated.
supervisor must determine the specific knowledge, skills, abilities and
performance requirements needed to support the department's operational
decision-making process must be documented. This document must contain:
for layoff (i.e. reorganization, position redesign, redundancy, lack of funds).
title and pay band of the impacted employees.
name(s) and of all employees in the department in
position(s) with the same job title(s) as the position(s) to be eliminated.
name(s) of employees slated for layoff and the rationale.
reassignments plans within the department.
of the case manager.
employee must receive notice of at least calendar days prior to date of layoff.During the notice period, the employee
remains active and will work until the effective layoff date.
supervisor and/or Human Resources must follow these steps when processing
the employee a formal written notice of the layoff at least calendar days prior to date of layoff and a
copy of the layoff package.The notice
must include layoff rationale, the effective date, and the name of the case
a copy of the notice to the supervisor/Human Resources and the case manager.
the employee time off to develop job skills and conduct job searches during the
the employee with a reference letter.
the case manager identify the employee’s strengths and job placement needs.
conjunction with the employee, determine when all ABC property will be returned.
the process to change the staff member's employment status (change in hours,
reassignment, or layoff).
In Lieu of Notice
certain circumstances, the supervisor can decide that the employee will not
remain on the department's active payroll during the required notice period (in
consultation with HR). The department will still pay the employee an amount
equal to his or her regular salary or wage through for what would have been the
notice period. This pay in lieu of notice does not impact any severance pay the
an employee disagrees with a layoff decision, the Grievance Procedure is
available to the employee.Grievances
must be filed within working days from the date the staff member
receives written notification of the impending layoff.
grievance procedure cannot be used to challenge a supervisor’s determination of
the need for layoff, the number of employees laid off, reassignments, or the
date of layoff, the employee will receive a layoff package.
off employees will receive help searching for another position.These services may be provided by Human
Resources or by an external outplacement agency, as determined by Human
Resources and the case manager.The
department’s ability to pay for outplacement services will be considered when
determining the feasibility of these services.
of Laid-off Employees:
internal and external employment opportunities by reviewing available ABC
positions and other resources and apply to positions for which the employee is
reference letter from the supervisor.
employee does not have to accept an offer for a position in a lower job level
benefits available and not available during layoff.
of the Supervisor
a laid-off staff member applies for an open position, the hiring supervisor
all laid-off candidates who meet the position requirement the opportunity to
whether the "Probationary Period as a Condition of Hiring" section of
this policy is appropriate.
of the Case Manager
case manager helps the employee obtain information about benefits and available
services and identify career goals and job search strategies.Case manage assistance continues until the
employee obtains regular full-time or part-time employment or the layoff period
ends, whichever comes first.
case manager can help the employee:
through the application process.
open ABC positions.
for skills and career assessment.
his/her cover letter and/or resume and Improve job interview skills.
Period as a Condition of Hiring
layoff, a supervisor may offer a laid-off individual a position and require
that the probationary period be served.The probationary period length and conditions will be stated in the
offer letter as a condition of the appointment, and deemed agreed to if the
employee accepts the offer.
the employee does not pass probation, he/she will return to layoff to complete
any remaining time in the layoff period.
the employee’s former position is reinstated within the same department during
the employee's layoff period, the employee will be offered the position with at
least the same pre-layoff benefits and salary.
more than one employee is laid off in the same job, recall decisions will be
based on the same criteria used in the initial layoff decision.
who accept a regular position at ABC or elsewhere that will begin within weeks of their
layoff date are not eligible for severance pay.
off employees will receive severance pay at the rate of one of pay for each
year of credited service, up to a maximum of enter maximum number of
months or weeks here.
Severance pay is calculated using the employee’s hourly rate at the date of
written notification, and is issued in a lump sum payment.
pay is a cost borne by the department.
an employee was previously laid off and received severance pay for prior
service, he or she will not receive severance pay for the same period of
service if rehired and subsequently laid off.
Appointments Severance Pay
off employees on term appointments will receive severance pay equal to the
lesser of their pay for the remainder of their term or their years of service.
off employees are entitled to a continuation of certain benefits.Failure to prepay premiums for any benefit
will result in the termination of that benefit.
the layoff period, access ABC's computer services remains.If the employee attains employment outside
ABC, or when the layoff period expires, access to ABC's computer services is
the employee attains a regular position during layoff, sick leave accrued
before layoff is restored.
ID card is retained throughout the layoff period.
accrued vacation will be paid in a lump sum.
employees how layoff impacts their benefits and what can be done to maintain
certain benefits and ensure the appropriate forms are provided to employees.
with the supervisor to identify a laid-off employees strengths and skills.When an employee is on layoff status, the
case manager helps the employee obtain information about benefits and services
and identify career goals and job search strategies.
timely notification of layoff to impacted employees.Provide an accurate reference letter for
all laid-off qualified laid off employee.Give preference to qualified laid-off employees who apply for positions
within their department.
and/or propose layoff plans to the supervisor for approval.Prepare written layoff plan and retain
documentation compliance purposes or grievance/lawsuit resolution.Identify the case manager in conjunction with
the employee’s supervisor.Notify the
case manager of the layoff.Obtain a
layoff package from Organizational Development.
appropriate job searches and provide accurate and timely information to the