How to Calculate Seniority for Layoff/Reduction in Time

• Contact your Employee Relations specialist to find out:
  • Your layoff unit
  • Which job classifications will be affected by layoff in your department
• Make a list of all employees in the layoff unit who have the same job classification as the positions scheduled for layoff.
• Collect time records if necessary for each employee in the classifications targeted for layoff.

The least senior career employees in the same department and same classification are considered first for layoff.

• Seniority points: For each employee, assign one seniority point for each month worked on a full-time basis, as well as partial points for less-than-full-time employees.
  Example:
  • An employee works one month on a full-time basis and earns 1 seniority point. The next month, the employee works 75% on a full-time basis. The employee's seniority points total 1.75.
• Other factors that affect seniority:
  • Only employment while on pay status counts toward seniority.
  • All types of paid time (e.g., vacation, Workers' Compensation) count toward seniority.
  • Employment before a break in service (separation from employment status) does not count unless the employee had been laid off with preference and re-employed within the preferential rehire period.
  • Determine seniority calculation method by reviewing Personnel Policy for Staff Members or the applicable collective bargaining agreement.
• Retaining employees:
  • Out-of-seniority retentions: If individuals in your department possess special knowledge, skills, and abilities (e.g., certifications or licenses) required for business operations, you may be able to retain them regardless of seniority.