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Reorganization or Reduction in Force Guidelines

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: 

Required Planning

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.

Determining Affected Employees

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.

Notification Requirements

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.

Post-reorganization/Reduction in Force Privileges

University Staff whose performance is at least satisfactory are provided the following privileges for up to twelve (12) months following their termination effective date.

  1. Employee Advising Services: Human Resources Employee Advising offers guidance regarding this policy, including post-reorganization privileges.
  2. Qualified Tuition Reduction Program: If employed at least five (5) consecutive years prior to the termination effective date, the former employee, spouse, and dependent children are eligible for the Qualified Tuition Reduction Program as an affiliated participant (see Qualified Tuition Reduction policy).
  3. Additional Privileges
    • Other privileges may continue in accordance with policies of sponsoring departments (CatCard discounts, University email account, recreation center membership, etc.).
    • Temporary University employment (ineligible for full benefits) may be accepted without jeopardizing these privileges.
    • Affected employees may compete for University employment openings as an internal candidate.

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.

Insurance Coverage and Retirement

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.


Related Information

Human Resources Employee Advising

Qualified Tuition Reduction