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Layoffs and reductions in time (RIT) raise many questions for both supervisors and affected employees. Click the following questions to see their answers below:
Q: What determines a layoff or reduction in time?
A: Indefinite layoffs and/or reductions in time for employees in career positions are implemented when there is a lack of funds, lack of work, or lack of work due to reorganization.
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Q: Is reduction in time considered a layoff?
A: Yes. If a career employee’s time is involuntarily reduced, it is considered a layoff, and the employee is entitled to layoff rights.
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Q: Is severance provided to employees affected by layoff?
A: Refer to the PPSM, collective bargaining agreements, and/or Layoff Facts by PPSM and Collective Bargaining Agreements to find out whether severance pay is appropriate. You can also contact Employee Relations, (858) 534-4115, to determine if severance pay can be offered.
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Q: What is the difference between a right to recall and a right to preference for re-employment?
A: In most cases, an employee who has been laid off or indefinitely reduced in time shall be recalled in order of seniority into any active and vacant career position for which the employee is qualified, when the position is in the same class and the same department at the same or lesser percent of time as the position held at the time of layoff. Preference for re-employment is generally applicable to any active and vacant career position at the same campus, the same or lower salary grade, and at the same or lesser percent of time, provided the employee is qualified for the position. For more detailed information, please see Preferential Rehire and Recall Rights and How to Use Preferential Rehire Status.
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Q: If an employee elects severance, does this affect the right to recall and preferential rehire rights?
A: In most cases, employees may elect either severance or right to recall and preferential rehire rights. Contact Employee Relations, (858) 534-4115, to determine what effect the election of severance will have on an employee’s right to recall and preferential rehire.
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Q: When can an employee be notified of layoff or reduction in time?
A:
Employees should not be formally notified of their layoff or reduction in time until after Employee Relations advises the department to proceed with the proposed layoff action.
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Q: How is seniority calculated?
A: Seniority is calculated by full-time equivalent months (or hours) of University service in any job classification or title. Employment prior to a break in service (separation from employment status) shall not be counted. See: How to Calculate Seniority for Layoff/ Reduction in Time.
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Q: What is an out-of-seniority layoff?
A: In some situations, less senior employees (determined by amount of service with the University) in the affected classification may be retained based upon special skills, knowledge or abilities that are not possessed by other employees in the same classification and that are necessary to maintain the operations of the department.
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Q: What is the effect of layoff on an employee’s medical, dental and vision benefits?
A: Coverage ends on the last day of the following month from the date of layoff. If an employee wishes to continue medical, dental and/or vision benefits, they may do so through COBRA. For information pertaining to these benefits, see Benefits Checklist: Indefinite Layoff (PDF) or contact your Benefits representative.
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Q: What is the effect of layoff on other UC benefits such as AD&D insurance, short-term disability and UC Retirement Plan (UCRP)?
A: For information pertaining to these benefits, see Benefits Checklist: Indefinite Layoff (PDF) or contact your Benefits representative.
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Q: What will happen with accumulated vacation leave in a layoff?
A: Any accumulated vacation earned through the last day of employment will be paid upon separation.
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Q: What will happen with accumulated sick leave?
A: Accumulated sick leave will not be paid. If the laid-off employee has preference and recall and is re-employed during the preferential rehire period, all accumulated sick leave from prior service is reinstated upon rehire. If the employee does not have preference and recall and is re-employed after a break in service of less than 15 calendar days, all sick leave from prior service is reinstated. If the employee is re-employed after a break in service of 15 calendar days or more, but less than 6 months, up to 80 hours of sick leave are reinstated.
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Q: Is a laid-off employee eligible for unemployment insurance?
A: University employees are covered by unemployment insurance. Contact the California Employment Development Department for a determination of eligibility.
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Questions? Contact Employee Relations, Policy Development and Work/Life, (858) 534-4115.
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