Layoffs and reductions in time (RIT) can raise many questions for employees. This section offers guidance, resources, and answers to help you understand the process and your rights. For supervisor-specific information, visit FAQs For Managers & Supervisors: Layoffs and Reductions in Time.
Below are the most common questions for employees. Select a question or expand a section to view the answer.
Generally, layoff of career employees in the same layoff unit and same job classification occurs in the inverse order of seniority. All University employees have certain rights in relation to layoff, unless they are Managers and Senior Professionals in Salary Grades I and IX or in the Executive Management Program. Your rights may vary depending upon the union contract or personnel policy that governs your position. These rights may include preference for reemployment and recall to the job from which you are laid off. You may be eligible for severance pay. To learn what you are eligible for, read the union contract or Personnel Policies for Staff Members that covers your position, in the section(s) relating to layoff or reductions in time.
If you have additional questions regarding what rights you may be entitled to in a layoff, please reach out to your Local Human Resources contact.
If you believe your layoff violates the union contract or personnel policy covering your position, you may file a grievance (under union contracts) or a complaint (under Personnel Policies for Staff Members). The grievance and complaint procedures are included in the union contracts and in Personnel Policies for Staff Members (Policy 70).
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.
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. Please note, if the employee was hired before the Path conversion in 2020, the HR Contact may need to look at multiple systems to do an accurate calculation.
Generally, a department should carefully consider seniority, along with performance and ability to perform when making a layoff decision. All three criteria – skills, performance, and seniority – are considered together in the Layoff process. Ultimately, it’s up to department management to decide, consistent with UC policy or applicable CBA, operational needs, and local practices, how to weigh the different factors.
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.
Where applicable, employees with preferential rehire rights 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. Where applicable, departments can recall employees with recall rights into 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.
For more detailed information, please see Preferential Rehire and Recall Rights and How to Use Preferential Rehire Status.
In most cases, employees may elect either severance or recall and preferential rehire rights. Some Collective Bargaining Agreements allow for the option of a reduced severance that would also include some preferential recall and rehire rights, however, that option is only available where specifically identified in the applicable policy or Collective Bargaining Agreement. Employees should review their applicable policy or Collective Bargaining Agreement to see what options apply for your position.
Refusing a job offer while you are on preferential rehire or recall status may cause you to lose your preferential rehire and recall rights. The number of refusals allowed varies by policy and union contract, so you should check the contract or policy that governs your employment for details.