Appropriate staffing is critical for the University to deliver on its mission of teaching, research, and engagement. However, when faced with changing economic and programmatic imperatives, the University may need to reduce staffing or significantly change the workforce of a department based on operational, budgetary, or business needs.
Employees in the University Staff classification are employed at-will and have no expectation of continued employment. However, if the employment relationship must conclude due to a reduction in force or reorganization, the following guidelines should be followed:
Supervisors facing budget constraints, funding reductions, and/or reorganization must contact Human Resources to review the circumstances, identify the job classification within the department specified for the reorganization, and determine which employees will be affected.
Supervisors must document that they have conducted an objective assessment of the roles necessary to meet their department or work unit needs. When reducing University Staff, supervisors must consider which University Staff are best positioned to meet the requirements of the remaining positions. Consideration must be based on objective, job-related standards that may include knowledge, skills, abilities, and work performance. If differences cannot be demonstrated, reorganization or reduction in force decisions will be based on duration of continuous University employment.
Prior to any employee notification, Human Resources will review the documentation and determine whether reorganization or a reduction in force is appropriate and that procedures have been followed.
The supervisor should provide the affected employees with at least 30 calendar days’ written notice whenever feasible.
University Staff whose performance is at least satisfactory are provided the following privileges for up to twelve (12) months following their termination effective date.
These privileges are not intended to create an employment relationship or the right to reemployment. An affected employee's privileges will cease immediately upon the earliest of (1) securing a University position that is eligible for full benefits, (2) securing University student employment, or (3) at the end of twelve (12) months following the termination effective date. These privileges may be modified or revoked at any time by the Vice President, Chief Human Resources Officer.
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), an affected employee may continue any or all existing group medical, dental, and vision insurance coverage and health-care flexible spending account elections after reorganization/termination. Life insurance conversion options are also available.
Affected employees should consult Human Resources regarding their retirement rights and benefits.