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Layoff


Frequently Asked Questions for Supervisors of Bargaining Unit 6 - AFSCME Clerical Unit

1. Under what circumstances can I layoff an AFSCME clerical employee?

You may lay off an AFSCME clerical employee because of abolition of a position or involuntary reduction of the employee's appointment due to shortage of work or funds, or other reasons beyond the employee's control which do not reflect discredit on the employee, or offer alternatives
to layoff as provided in the Memorandum of Understanding, Alternatives to Layoff.

2. Our unit recently had two employees laid off. We find that we need additional help in our office. Is it permissible to hire a couple of student employees?

You cannot lay off a bargaining unit employee and subsequently assign the majority of the work of that position to students or supplemental employees; you can however hire students to assist in your unit.

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

For employees whose positions have been abolished or reduced, you must provide written notice at least twenty eight (28) calendar days before the effective date of an employee's layoff, except in emergencies. Employees who will be bumped by another employee must receive written notification at
least twenty-one (21) calendar days before the effective date of the bump, except in emergencies. A copy of the layoff notice, which must identify the specific position(s) to which an employee has rights to bump, must be sent to UMD Department of Human Resources and Equal Opportunity and to the Union and must include the reasons for the abolition or reduction of the position, an explanation of the employee's bumping rights, and a reference to the possible impact of layoff on unemployment benefits should bumping rights not be exercised.

4. Suppose I forget to add an explanation of the employee's bumping rights in the layoff letter, can I phone him/her, or send an additional letter providing that information?

If the layoff letter fails to include the specific position to which an employee has bumping rights or fails to identify if there are no bumping rights, then a new layoff notice of twenty one (21) or fourteen (14) days must be issued, and a new deadline established for the decision whether or not to bump.

5. What are the bumping procedures if an employee is not hired in a vacancy, or does not take one of the Alternatives to Layoff?

1) Bump in the same Department, to the position occupied by the least senior employee that is in the same class, immediate geographic are, and within the applicable definition of layoff or, if the employee has no bumping right and chooses to do so, to a definition of layoff which provides less work time, per
Section CA-D, that is held by the least senior employee by University seniority within the class. If no such position exists,

2) The employee shall bump in the same Collegiate/Administrative Seniority Unit to the position occupied by the least senior employee who is in the same class, immediate geographic are, and within the applicable definition of layoff or, if the employee has no bumping rights and chooses to do, to a definition of layoff which provides less work time, per Section CA-D that is held by the least senior employee in the class by university seniority. If no such position exists,

3) The employee shall bump in the same Department to the position in a lower class in which the employee has passed probation in the Department, in the same immediate geographic area, and within the applicable definition of layoff, or, if the employee has no bumping right and so chooses to do so, to a definition of layoff which provides less work time, per Section CA-D that is held by the least senior employee in the class by University seniority. If no such position exists,

4) The employee's name shall be placed on the layoff list.

6. Can employees on continuing appointments bump employee on Supplemental or Temporary appointments?

No. Employees on continuing appointments may be reassigned to Supplemental or Temporary appointments only at the discretion of the Employer.

7. Does an employee on a continuing appointment who is reassigned into a posted temporary position retain his/her status of a continuing employee and accrue seniority?

Yes. An employee on a continuing appointment who is reassigned into a posted or non-posted temporary position will retain the status of a continuing employee and will continue to accrue all seniority and maintain other contract rights of a continuing employee.

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

You may contact Mary L. Cameron, 726-7912, mcameron@d.umn.edu, in UMD Department of Human Resources and Equal Opportunity for information or if you need copies of the layoff severance package:

You may also contact Employee Benefits at 1-800-756-2363 or 612-624-8647 to reach an Employee Benefits counselor.


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Last modified on 06/05/14 09:33 AM
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