Layoff: Preferential Rehire and Recall Rights

Find out about the rights of career UCSD employees who have been notified of layoff and who may be eligible for preferential rehire and recall.

The information below applies to UCSD non-probationary career employees who have received notice of layoff and are eligible for preferential rehire and recall.

Preferential rehire

Career employees who have been notified of layoff can request preferential rehire status. These employees receive early consideration for any career position they are qualified and eligible for (as determined by the UC policy or collective bargaining agreement for the position held at the time of layoff). The vacant position must not exceed the salary-range maximum or percent of appointment held originally.

• Preference begins when the employee receives the formal notice of layoff from the department. Employees must inform Human Resources (HR) that they are interested in re-employment. For details on this process, see How to Use Preferential Rehire Status.
• Preferential rehire status lasts from 1 to 3 years, depending on Personnel Policies for Staff Members (PPSM) or the applicable collective bargaining agreement.
• Preferential rehire rights end if an employee:
  • Accepts any career position and passes the trial employment period (depending on the Personnel Policies for Staff Members (PPSM) or the appropriate collective bargaining agreement)
  • Fails to respond to a written notice of an employment opportunity
  • Refuses two offers of employment for a career position for which the employee has preference
  • Resigns or retires from university employment
  • Refuses an offer of recall

Recall

Departments can recall employees to career vacancies in the same payroll title and at the same or lesser percent of time as the position held at the time of layoff.

• Departments, not employees, initiate recall.
• The scope of recall may be further defined for employees laid off from a School of Medicine department.
• Recall rights extend for one to three years from the date of layoff, depending on the Personnel Policies for Staff Members (PPSM) or the applicable collective bargaining agreement.
• Rights to recall end if an employee:
  • Accepts a career position and completes the trial employment period, if applicable
  • Refuses to be recalled
  • Fails to respond to a written notice of an employment opportunity
  • Refuses two offers of employment for a career position at the same or higher salary and same percent of time as the position held at the time of layoff
  • Resigns or retires from university employment
  • Accepts a career position at the same or higher salary level and same or greater percent of time as the employee's original position

Eligibility

Eligibility for preference and recall is determined by Personnel Policies for Staff Members (PPSM) or the applicable collective bargaining agreements.

Notice: The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) or applicable collective bargaining agreement for full text of referenced information.

Human Resources

Overview for Employees

• Resources
• Preferential Rehire & Recall Rights
• Using Preferential Rehire Status
• FAQ