Reduction-in-Force
Last
updated February 19, 2003
This policy supercedes previous
UNL policy on reduction-in-force. There are occasions
when it is necessary to reduce the work force at UNL. This may
occur because of budget considerations - either in a particular
work unit or across the entire campus - or because changing
conditions make it necessary to reorganize a work unit.
The department head or unit administrator must notify Human
Resources before implementing a reduction-in-force. Every reasonable
effort should be made to give employees as much advance notice
as possible. Except in cases of extraordinary circumstances
because of financial exigencies, notice shall not be less than
the following:
- Office/service employees - Notice of two weeks.
- Managerial/professional employees - Notice of 90 days.
In cases where financial exigency is declared by the Board of
Regents these notice requirements do not apply.
Regular employees separated from UNL under a reduction-in-force
retain the right to appeal a separation decision through the
grievance process.
Staffing and reduction-in-force decisions should be made on
the basis of factors which relate to the function of the department.
Operating efficiency and programming needs will determine in
what order employees will leave their positions.
Within a particular program or function, consideration shall
be given to funding sources, types of appointments held, and
quality and length of service. Within these guidelines, employees
should normally be released in the following order:
- Part-time Temporary
- Full-time Temporary
- Original Probationary
- Regular
Employees separated from UNL under the Reduction-In-Force policy
may be eligible for unemployment benefits as determined by the
Nebraska Department of Labor. Costs for unemployment benefits
are the responsibility of the department. Questions may be directed
to Benefits, 472-2600.
Eligibility for Benefits
Under the Reduction-In-Force Policy
Regular employees with satisfactory job performance are eligible
for benefits under the RIF policy.
Important exceptions
to the eligibility for RIF benefits are as follows:
- Regular employees on original probation are not eligible.
- Regular employees who are appointed for a designated period
of time and/or employees whose positions are dependent upon
grants or other temporary funding are not eligible. (NOTE:
This exception applies to employees hired after May 1, 1994,
and/or to employees notified in the Human Resources employment
letter of offer that they are ineligible for benefits under
the Reduction-In-Force policy.)
Reemployment Policies for
Non-Probationary, Regular Employees
Eligibility for Reemployment
Employees shown to have below satisfactory job performance will
not be eligible for coverage under this reduction-in-force policy.
A regular employee, not on original probation, shall be eligible
for reemployment to the position previously held (or to a position
in the same department at a classification comparable to or
lower than that formerly held), provided the employee is qualified
for the position should a vacancy occur in the twelve-month
period after separation. The twelve-month period shall begin
the day the reduction-in-force is effective.
Eligibility for employment in another position begins on the
date the employee receives written notification of the reduction-in-force.
Employees will be eligible for reemployment in reverse order
of layoff. Those desiring to be reemployed shall, following
notification by UNL of the availability of a position, notify
the department in writing of the acceptance or refusal of the
position within three workdays.
Employees reduced-in-force may apply for all externally advertised
positions and for those open only to University employees.
Layoff Pool
Employees who are a part of a reduction-in-force and who express
interest in reemployment will be placed in a layoff pool by
Human Resources. They will remain in the pool for twelve months
after the date of separation. As vacancies occur, hiring authorities
are expected to review qualified applicants from persons in
the pool prior to filling positions. Human Resources will assist
departments in identifying qualified applicants from the layoff
pool.
Response to Offers of Reemployment
A reduction-in-force employee who declines
reemployment in the position previously held or a comparable
one will forfeit any reemployment right.
A reduction-in-force employee who declines
reemployment in a position at a classification lower than that
previously held shall retain eligibility for reemployment, should
a vacancy occur within twelve months after layoff.
A reduction-in-force employee who accepts employment in a
position at a classification comparable to that previously held
will forfeit any further reemployment right.
A reduction-in-force employee who accepts employment in a
position at a classification lower than that previously held
shall retain eligibility for reemployment at a classification
equal to the previously held position, should such a vacancy
occur within twelve months after layoff.
A reduction-in-force employee who does not respond within
three working days to an offer of reemployment will forfeit
all reemployment rights.
Pay and Benefits for Those Reemployed
Reduction-in-force employees shall be considered separated
from UNL for pay purposes but, if they are reemployed at UNL
within twelve months, the service date will be readjusted. Upon
employment, reduction-in-force employees will be treated as
new employees for pay purposes. Reemployed RIF employees will
be required to serve a new original probationary period.
Note: Red text indicates a policy revision (February 2003).
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If you would like more information about the department of
Human Resources, visit the Human
Resources website or call 402-472-3101. You may also email
questions about Human Resources policies or procedures to hroffice2@unl.edu.
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