These policies are applicable when
reducing staff is required and not when an employee is terminated but the
Before reducing the number of regular
employees, departments will review their current use of provisional and
temporary employees.Workloads should
always be rearranged to ensure regular employees are retained.Staffing decisions and choosing the type of
position eliminated are the responsibility of the supervisor. Layoff of a
permanent employee must be reviewed by Human Resources before the employee is
Reductions-In-Force can occur due to
reorganization, lack of work, or lack of funds.Supervisors will determine which positions are to be eliminated.Any reduction-in-force decisions must be
reviewed by Human Resources before notice is given.Layoff off decisions will be based on job
performance and length of service. Layoffs that result from a
reduction-in-force may be appealed.Laid
off employees are re-employed within months of layoff shall be considered to have
Factors To Consider
Layoff decisions are based on job
performance and length of service.Decisions are made by the supervisor and must be reviewed by Human
Resources before notice is given to the employee:
·Job Performance: Judged by the
appraisals are used to evaluate performance.An employee's past performance, skills, and abilities must be reviewed
and compared to the duties and responsibilities that remain to be performed.
·Length of Service: Based on total
regular continuous service.
Before Reductions-In-Force, the
supervisor must provide Human Resources with the names, titles, factors used to
determine who is be laid off, and layoff date(s).
Human Resources identifies all
provisional and temporary employees within the same department where the
layoff(s) is/are to occur.The
supervisor will then determine if the employee scheduled for layoff can be
assigned to another position.Special
consideration for reassignment is to be given to employees with or more years of continuous service.
Laid off employees must be notified in
writing by letter signed by the supervisor from Human Resources.The letter will also outline the Appeal
Procedure.Employees should be
personally informed of their layoff by the supervisor whenever possible.The supervisor shall either:
·Give the lay off notice to the employee
in person, have the employee sign the notice, and send a copy of the signed
letter to Human Resources; or
·The supervisor shall send the layoff
notice by certified mail and send a copy to Human Resources.
Supervisors must provide employees with
as much advance notice of the layoff as possible, but in no case less than weeks.
·The supervisor will consider job
performance, seniority and the duties and responsibilities that will remain and
present these plans to Human Resources for review.
·The supervisor will identify employees
who are in their provisional period and transfer qualified regular employees
targeted for layoff to these positions.Displaced provisional employees will be considered for employment after
·Regular employees have the choice to
fill any vacant temporary positions for which they are qualified.These employees will continue to be
considered for regular positions under the terms of ABC’s re-employment
·If other employment is not available,
the supervisor will notify Human Resources of the impending layoff.The department must submit an Employment and
Staff Changes Form to Human Resources.
·Departments must pay an employee for
all unused annual and/or compensatory leave on their final pay.Supervisors can require the use of accrued
leave before the layoff date.
·Human Resources will review all
positions filled by provisional and temporary employees to determine if
employees slated for layoff can fill the positions.Employees slated for layoff are placed on the
·Human Resources will write a letter to
the employee regarding leaves of absence, employee benefits, unemployment
benefits and employment services provided by Human Resources.
·At the employee's request, Human
Resources will place a regular employee on a leave of absence without pay for
one year for the purpose of continuing the group life and health benefit
plans.During this leave of absence, the
employee can maintain his/her participation in the plans by paying the full
cost of the benefits while on leave of absence or until he or she accepts other
employment.A leave of absence will not
exceed one year.
·Human Resources will refer employees
scheduled for layoff or already laid off to any positions they are qualified
for based on job performance, required skills and abilities and seniority.External applicants cannot be considered
unless the referred employees are not accepted for valid job-related reasons.
·Employees hired from the re-employment
list will serve a 60-day probationary period in the new position.During probation, the supervisor must
evaluate the employee’s performance after 30 days. The employee will be
informed of any performance issues that are identified.
·Before probation has ended, a second
appraisal is conducted.If the
employee’s performance is satisfactory, the employee will become a regular
placement.If the employee's performance
is unsatisfactory, or if the employee does not want the position, he/she will
be reinstated to the re-employment list.Reinstated employees will be reinstated with their original layoff date.
·The Director of Human Resources will
review and make decisions on exceptional circumstances related to failure to
complete probation, past job performance and seniority/service.
·Human Resources will help laid off
employees seek alternate employment outside ABC.
·Human Resources will respond to policy
questions and monitor the reduction and re-employment procedures.
·Employees with the minimum
qualifications are expected to accept offered employment at the same pay
rate.Employees who re-employment
forfeit their re-employment rights, resulting in the termination of the leave
of absence.ABC will have fulfilled its
employment commitment to any individual who declines an offer.
·A laid off employee who finds
employment outside ABC will remain on the re-employment list for 12 months from
the date of layoff.
·Employees are responsible for providing
Human Resources with a current address and telephone number during