Classified Staff Layoff/Reduction in Force Policy

Management has the sole right to determine staffing and operational needs without regard to the source of funding. Application of this Policy may result in the elimination of a position or a reduction in FTE within either (1) a Department or (2) a Departmental Program.

1. Determination of a Layoff/Reduction in Force will be based on each job classification within the Department or Departmental Program affected by the Layoff/Reduction in Force.
2. While the general order of selection for Layoff/Reduction in Force is outlined below, Managers will develop an operational plan that ensures operational integrity and retention of qualified Classified Staff employees who can satisfactorily perform any remaining work. In order to accomplish those outcomes, Classified Staff employees who might otherwise be retained may be selected for Layoff/Reduction in Force.
   1. Performance: A Classified Staff employee initially is selected for Layoff/Reduction in Force based on current performance; those with the lowest performance are the first to be laid off. A Classified Staff employee selected for Layoff/Reduction in Force is eligible for recall rights and other Layoff/Reduction in Force privileges if performance is at least satisfactory.
   2. University Service: In cases where two or more Classified Staff employees have equivalent performance, those with the least continuous University service will be selected for Layoff/Reduction in Force and are eligible for recall rights and other Layoff/Reduction in Force privileges if performance is at least satisfactory.
3. Departments will maintain records on the application of this Policy in accordance with the Retention Schedule Policy (Summary).

1. A Classified Staff employee will receive a written Layoff notification in a Layoff notification memo or Layoff FTE Reduction in Force notification memo, as appropriate.
2. The Classified Staff employee will receive at least a thirty (30) calendar-day notice whenever feasible.
3. The notice includes (1) the reason for the Layoff/Reduction in Force, (2) the Layoff/Reduction in Force effective date, (3) the Classified Staff employee's current performance to document eligibility for Layoff/Reduction in Force privileges, and (4) reference to this Policy.
4. Managers and Supervisors are encouraged to develop transition plans for affected Classified Staff employees and identify appropriate University resources and support.
5. A copy of the Layoff/Reduction in Force notification memo must be provided to Human Resources Employee Records.
6. The Classified Staff employee will be paid for accumulated vacation hours in a lump sum, not to exceed the amount earned in one year, in accordance with the Vacation Policy.
7. When business needs dictate, the Classified Staff employee may be required to use some or all accumulated vacation prior to the Layoff/Reduction in Force effective date. Paid vacation and sick time accruals do not continue and cannot be used after the Layoff/Reduction in Force effective date.

1. A Classified Staff employee with at least satisfactory performance is eligible for recall rights for up to twelve (12) months following the Layoff/Reduction in Force effective date. Should the position become available, an individual with recall rights must be rehired, without recruitment, to the same position in the same job classification and within the same Department or Departmental Program as the Layoff/Reduction in Force occurred.
2. Rehire through a recall is contingent upon successful completion of pre-employment screening per the Pre-Employment Screening Policy.
3. Recall offers are initiated by a written notice from an authorized hiring Department representative to the former Classified Staff employee's last address on record and will include a date by which the former Classified Staff employee must contact the Department to secure the position through the recall.
4. An affected Classified Staff employee's recall rights will cease immediately upon the earliest of (1) securing a University position that is eligible for full benefits, (2) securing University student employment, (3) unsuccessful completion of pre-employment screening for the recall position, (4) non-response to a recall notice or refusal of a recall position, or (5) the end of twelve (12) months following the Layoff/Reduction in Force effective date.
5. A Classified Staff employee notified of Layoff/Reduction in Force may seek other University employment opportunities for promotion/transfer or reemployment.

1. Classified Staff employees whose performance is at least satisfactory are provided Layoff/Reduction in Force privileges for up to twelve (12) months following their Layoff/Reduction in Force effective date.
   1. Qualified Tuition Reduction: If employed at least five (5) consecutive years prior to the Layoff/Reduction in Force effective date, the former Classified Staff employee, spouse, and dependent children are eligible for the Qualified Tuition Reduction program.
   2. Additional Layoff/Reduction in Force Privileges
      1. The impacted Classified Staff employee should contact Human Resources for any current Layoff/Reduction in Force privileges.
      2. Temporary employment (ineligible for full benefits) may be accepted without jeopardizing Layoff/Reduction in Force privileges. The affected Classified Staff employee may compete for employment openings as an internal candidate.
      3. These privileges may be modified or revoked at any time by the Chief Human Resources Officer.

1. Under the Consolidated Omnibus Reduction Reconciliation Act (COBRA), an affected Classified Staff employee may continue any or all existing group medical, dental, and vision insurance coverage and health-care flexible spending account election after the Layoff/Reduction in Force.
2. Life insurance conversion options are also available.
3. Retirement service credits do not accrue after the Layoff/Reduction in Force effective date. A Classified Staff employee who has left University service may contact the retirement plan (Arizona State Retirement System or Public Safety Personnel Retirement System) for information regarding account access/maintenance options.