Layoff
Frequently Asked Questions for Supervisors of Bargaining Unit 7 -
AFSCME Technical Unit
1. Under what circumstances can I layoff an AFSCME Technical employee?
You may lay off an AFSCME technical 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. Must I provide an opportunity for an employee who has received
a layoff notice to seek other work opportunities?
Yes. Once a layoff notice has been issued, affected employees shall
be granted up to one and one-half (1.5) straight time paid hours per
week to interview for other University positions.
Time in excess of one and one-half (1.5) hours may be charged to accumulated
vacation leave or compensatory time or be taken without pay. The employee
must request such time off from his/her supervisor.
6. 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.
7. 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.
If you need copies of the layoff severance package, 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 representative.
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