211. Layoffs
Statement
A layoff is the termination of a non-introductory, regular staff employee, as defined in Policy 203, when in the sole judgment of the University, a reduction of the work force, the elimination or reduction of a particular kind of work, a structural reorganization, or reallocation of financial resources is deemed necessary.
Procedures
Selection for Layoff
Layoff actions shall be determined by the management of organizational units in consultation with the area vice president and Human Resources.
Within the functions or job classifications affected, as determined by management of organizational units, introductory period employees will be terminated before other regular staff employees are selected for layoff, provided the remaining employees possess sufficient skills and abilities to do the work required.
Layoff decisions will be determined on the basis of the current and prospective departmental operational requirements and the skills, abilities, performance, and competence of existing staff to meet those requirements.
Notice or Pay in Lieu of Notice
Employees will normally be given at least one month's written notice of layoff. When pay is given in lieu of notice, one month is the maximum period for which such payment can be made.
Written notice of layoff may be rescinded during the notice period if circumstances change, and it is decided that the employee is to be retained or if the employee accepts reassignment.
If an employee resigns after having received written notice of layoff, the balance of the notice period will not be converted to pay; however, the employee will receive severance pay in accordance with the schedule below.
An employee who has received written notice of layoff will not be expected to give a two-week resignation notice in the event the employee is offered another job prior to the actual date of layoff.
University decisions to involuntarily terminate the employment (including layoff) of a staff member who has successfully completed the introductory period will not be contrary to the applicable provisions of the Staff Policy Manual.
Employment Assistance
Vice provosts, deans, and department heads will work with Human Resources to identify other University positions to which an employee selected for layoff can be recommended. Assistance will be provided in developing letters of recommendation. Employees will also receive paid time off for confirmed job interviews.
To facilitate re-employment of persons subject to layoff, assistance in resume development, interviewing skills, and job search strategies will be provided by Human Resources or other designated offices or agencies during the notice period and for up to one year following the date of layoff.
Benefits Eligibility
Employees who are laid off will be eligible to continue their existing University group health and dental plans for at least 18 months provided that the employee pays the full premiums, both the University's and the employee's contributions, on a timely basis. This coverage is provided in accordance with provisions of the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) and is coordinated by Human Resources. In addition, conversion of group life insurance is available.
Tuition Remission
Employees and/or their dependents who meet the requirements for tuition remission under Educational Benefits Policy (609) and who are participating in the program (receiving the benefit) on the layoff date will remain eligible to receive the benefit and submit for tuition remission for courses taken during the remainder of the academic year of the layoff-effective date. Courses taken and benefits received under the Tuition Remission may be subject to federal and/or state income tax. Verification of dependent status is required. In the event that benefits under this plan are deemed to be taxable income, the University will add the education benefit taxable amounts to the employee’s taxable gross wages and may be required to withhold the applicable tax withholdings from the employee's paycheck(s). The employee will not be reimbursed by the University for any taxes owed.
Severance Pay
Upon layoff, each regular benefits-eligible employee with one or more years of continuous University employment in a benefits-eligible position will receive a severance payment from the University to assist the person's employment transition. Severance pay will be calculated by using either the base monthly pay at time of layoff, or the average base monthly pay earned over the immediately preceding 12 months, whichever is greater. Severance is contingent on the employee’s agreement to a separation agreement that includes a release of claims against the University. Severance is payable within ten business days of the University’s receipt of the employee’s signed release and will be subject to all applicable taxes and withholdings. Severance pay will be according to the following schedule.
| Years of continuous regular University Employment | Severance pay in months of bas pay |
|---|---|
| 1 but less than 2 | 1 |
| 2 but less than 3 | 2 |
| 3 but less than 4 | 3 |
| 4 but less than 5 | 4 |
| 5 but less than 6 | 5 |
| 6 or more | 6 |
Reemployment of Laid Off Personnel
A former benefits-eligible employee who is reemployed by the University in a benefits-eligible position after a break in service exceeding one year will be considered rehired. A rehired employee will be given a new date of hire, must complete a new introductory period and fulfill all relevant waiting periods for benefits eligibility. A former benefits-eligible employee who is reemployed as a benefits-eligible employee after a break in service of less than one year will be reinstated. Reinstatement means that the employee is given an adjusted hire date which includes prior University service. The adjusted hire date is used for determining eligibility for benefits which are based on length of service. Employees who are employed in a different position from the one they left are required to complete a new introductory period.
Responsibility
Human Resources is responsible for interpreting and administering the University's layoff policy.
Resource
For more information concerning layoffs, including the status of benefits, contact Human Resources.
Policy Approved: October 23, 1998
Last Updated: February 23, 2026
Last Reviewed: February 23, 2026
Maintainer: Human Resources