Ending Employment
Layoff - Contract Classified Information
This information is designed to help contract classified staff facing the
possibility of layoff understand how the layoff process is administered.
The information on this page only applies to employees covered by collective
bargaining agreements. Your unit's Human
Resources Consultant (HRC) is available to answer your questions about
the layoff process.
UNDERSTAND
Links to Contract Layoff Articles
It is important that you understand the layoff provisions of your particular contract. Below are links to the contracts.
The Layoff Process
- Your supervisor or administrator follows unit administrative procedures
and notifies Human Resources
that a layoff is necessary. Your supervisor or administrator should notify you of the need for layoff at
this time if that has not already happened.
- The HRC prepares the official layoff notice,
calculates your layoff
seniority and determines your rehire
list(s) and employment options.
- Several weeks before the effective date of a
layoff, the HRC will meet with you to review and
explain the layoff notification materials. Your supervisor
may also be present. If a meeting is not possible within the required
time frame, the layoff notification materials are mailed. The layoff
notice informs you of the effective date of the layoff, and of
your "layoff options". The layoff notice will
include an Employee Option Selection Form for you to complete.
- There are two types of layoff options that you
may have, the "employment option" and the "rehire list
option":
- The "employment option," if one is available, allows you to continue
UW employment by being placed into a position in your "layoff
unit" that is either vacant, or occupied by an employee with less seniority. A layoff unit is a designated department
or group of UW departments. This option is also sometimes called the "bump" option.
Whether the "employment option" is available depends
on what jobs are open, the seniority of other employees
in the layoff unit, and the provisions of the collective bargaining agreement.
Some employees may not have an "employment option."
- The "rehire
list option" provides preference for placing you
into future job vacancies in accordance with the
provisions of the collective bargaining agreement.
- You will decide whether to select an "employment
option" and/or the "rehire
list option." You must turn in the Employee Option Selection Form
by the specified deadline. If the Employee Option Selection Form is not received in Human Resources by the specified
deadline, you will lose the opportunity to select any of
the layoff options.
Layoff Seniority Calculation
Seniority is simply a way of giving an employee preference based on length
of service. Seniority is defined according to the provisions of the applicable
collective bargaining agreement. There can be differences in how seniority
is determined from collective bargaining agreement to collective bargaining
agreement. See
the links to the contract layoff articles above.
Employment Option Selection
If the "employment option" is a vacant position, the employee is placed in
the position and there is no actual layoff. If the "employment option"
is an occupied position, the person selecting the option is placed in
the position and the less senior employee is laid off.
The Rehire List
The "rehire list option" gives a laid off employee preference
based on seniority for rehire into vacant positions as determined by
the provisions of the collective bargaining agreement.
If you select the "rehire list option," your name is placed on the
rehire lists you have selected and you are laid off from UW employment. You may remain on a rehire list unless the person's name
is removed from the list.
Rehire Trial Period
Most collective bargaining agreements contain provision for a "rehire
trial period." The rehire trial period gives the employee and the employing
official time to determine whether the position is a good match. If
there is provision for a rehire trial period either the employee or supervisor
can initiate a return to the rehire list.
If you are hired from a rehire list and complete the rehire trial
period, if there is one, your name is removed from all other
rehire lists.
Your annual leave will accrue at the rate in effect
at the time of layoff. Your
salary range and step equivalent at the time of layoff will be maintained
if it does not exceed the top step of the salary range for the position.
WSNA UWMC RN's ONLY:
A nurse who is re-employed either from the rehire list or as a result of
independently applying for and being selected for a position while being
on the rehire list, will regain the seniority earned at the time of layoff,
in accordance with the provisions of the collective bargaining agreement.
Unemployment Compensation
You may be eligible for unemployment compensation as a result of
layoff. The Washington State Employment
Security Department makes the determination, based on past earnings,
employment status, and availability for work.
Employees should contact Employment Security before
the layoff effective date to get questions answered.
What happens to my annual leave, sick leave
and other leave benefits if I am laid off?
Upon separation from the University, employees are paid for accumulated annual
leave, compensatory time ('comp time'), and holiday comp time. The personal
holiday should be used, or it will be lost.
Sick leave is not paid off,
but the entire balance will be reinstated in accordance with applicable
contract or rule provisions if the employee is re-employed within
three years in a position at any State of Washington agency or State
of Washington institution of higher education, if the position is eligible
to accrue sick leave.
ACT
Actions You Should Take
- Review " Resources
and Information for Employees Facing Layoff" for benefits
and other resources.
- Go to the UW
employee employment webpages and create a candidate profile
if you have not done so. Your HRC uses the candidate
profile to help determine an employee's eligibility for potential
layoff employment and rehire
list options. An incomplete or out-of-date candidate profile
may limit the options that are available to an employee scheduled
for layoff.
- Begin an active job search inside and outside the University. The "official" layoff
process may identify an employment (job) option for you,
but it is important to understand that the option is determined by
matching job qualifications, not an individual's career goals or
preferences. Actively pursuing a job search may enable you
to secure another position before the effective date
of the layoff. This strategy offers more choices and control over
your employment.
- If you have had active duty military
service or are an unmarried widow or widower of a veteran, you
should send a copy of the official discharge notice showing the dates
of active duty service to the HRC to receive seniority credit for eligible active duty service.
- Write down questions or concerns to discuss with the HRC.
- When you receive your layoff notice, complete the Employee Option Selection Form and turn it in to the specified location by the deadline. Forms turned in late are not accepted.
