Department of Human Resources

Layoff

Frequently Asked Questions for Supervisors of Civil Service Employees

1. Under what circumstances can a Civil Service employee be laid off?

An administrator may lay off an employee because of abolition of position; shortage of work or funds; reorganization of the administrative, collegiate, departmental unit; or other reasons beyond the employee's control that do not reflect discredit on the employee's service.

2. When two or more employees have equal unit seniority in the unit in which the layoff is to be made, how do I determine the individual to be laid off?

Under this situation, the order of layoff will be determined by the classification seniority of the two individuals. If the unit and classification seniority are equal, then the responsible administrator shall decide the order of layoff.

3. How much notice am I required to provide to an employee being laid off?

You must provide written notification at least twenty-eight (28) days before the effective day of the employee's layoff from a continuing position. A copy of this notice must be sent to UMD Department of Human Resources.

4. What do I have to include in the layoff notice?

The written notice must include an explanation of the employee's bumping rights, and if bumping rights are not exercised, regulations concerning unemployment benefits and University Policy concerning the Civil Service Layoff Severance Program.

5. What is the bumping order for individuals whose jobs have either been eliminated or whose appointment(s) are involuntarily reduced to below 75 percent and for employees on 50 to 74 percent appointments whose appointments are involuntarily reduced to below 50 percent?

1) bump the least senior (based on unit seniority) or probationary employee who is performing essentially the same duties within the same classification and unit. If this is not possible, an employee may

2) bump into the position identified by the following criteria;

a. the position is in the same classification and unit;
b. the duties are not essentially the same;
c. the bumping employee is qualified for the position;
d. the employee to be bumped is less senior (based on unit seniority) than the bumping employee

6. Suppose more than one position meets the above criteria?

If more than one position meets the criteria listed in 2a-4, the employee to be bumped should be the least senior (based on unit seniority) or probationary employee in that set of positions. If this is not possible, an employee may bump into the position identified by the following criteria:

a. the position is in a previously held classification in which the bumping employee passed probation
in the same unit;
b. the position is in the same unit;
c. the bumping employee is qualified for the position;
d. the employee to be bumped is less senior (based on unit seniority) than the bumping employee.

7. When is classification seniority earned?

Classification seniority is acquired after the completion of the probationary period in each classification, and will begin at the date of entry into each classification.

8. Do Temporary employees accumulate classification seniority?

No, temporary employees do not accumulate classification seniority until they have completed more than one calendar year of service of 50 percent time or more within the same classification, within the same administrative unit.

9. How is unit seniority determined?

Unit seniority is the cumulative length of service (total paid straight time work hours) in all classifications held within a seniority unit by an employee; an employee accumulates and retains unit seniority in each of the seniority units in which the employee has worked.

10. Where can I find immediate information about the Layoff Severance Program?

You may contact one of these individuals in UMD Department of Human Resources:

Mary L. Cameron, 726-7912, mcameron@d.umn.edu, or
Judith Karon, 726-6326, jkaron@d.umn.edu

If you need copies of the layoff severance package, please contact any of the above to request a set.

You may also contact Employee Benefits at 1-800-756-2363 or (612) 624-9090, option 2, to reach an Employee Benefits counselor.