The decision to layoff an employee is often a difficult and delicate process. Below you will find the information that will ensure that a layoff is administered without prejudice and is in compliance with the applicable collective bargaining agreements and/or university policies. The supervisor is responsible for contacting and working directly with Employee & Labor Relations (ELR) throughout this process.

Because we value our employees and the contributions they make, the university has designed an Outplacement Program to assist employees who have been impacted.  The overall objective of the program is to help employees through the process of repositioning themselves in the job market. A full range of services will be available to impacted employees.

Some of the services include:

• Needs Assessment
• Resume Writing Assistance/Critique
• Job Search/Networking Skills Coaching and Training

Employees will be directed to contact Talent Acquisition and Management for these services at (305) 348-3206.

Layoff Procedures

STEP 1:  Determine cause. Legitimate reasons for a layoff in accordance with university policy or the applicable Collective Bargaining Agreements include but are not limited to: adverse financial circumstances, reallocation of resources, reorganization of administrative structures, reorganization of degree or curriculum offerings or requirements, reorganization of academic structures, programs, or functions, curtailment or abolishment of one or more programs or essential functions, or shortage of work.

STEP 2:  Seek approval. Once the appropriate cause has been determined, the department head should contact the appropriate dean/vice president for approval.

STEP 3:  Begin process. After the appropriate departmental approval has been received, either the department head or designee should contact ELR to begin the formal process. A written justification in the form of a memorandum must be provided explaining the reasoning for the layoff and the reason why the particular position has been selected.

Note: Per policy, impacted employee(s) may be provided notice period by the department, which is based on the years of service with the university.  The department is fiscally responsible for the notice period. At time of separation, an employee’s vacation or sick leave balance, based on eligibility, will be paid from the university’s fringe benefit pool. Because reduction in force is a mandatory subject of bargaining, we have provided links to the applicable collective bargaining agreement layoff articles below which will provide additional information.

STEP 4:  ELR will review the information to ensure compliance. Upon receipt and final approval, ELR will prepare the formal notification to be issued to the employee (and union, if applicable).  In addition, the department will complete the necessary Separation from Employment Clearance Form when providing notice to the employee.

STEP 5:  A meeting with the supervisor, affected employee, and an ELR Representative will be held to conduct the following:

• Issue the employee the layoff notice with reason of the layoff and benefits/notice period due.
• Explain benefits and notice period as applicable (whether working notice, pay in lieu of working notice or a combination of both). Employee may be entitled to a notice period which is based on the years of service with the university.
• Provide the employee with Outplace Services information.
• Arrangements should be made to secure all university property in the possession of the departing employee and assist in gathering his/her personal belongings.
• Please note employees who are entitled to a working notice period may be expected to continue working after the notification has been issued.

Please refer to the Separation of Employment section for more information.

Also refer to our Collective Bargaining Library