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Reduction in Force: Difference between revisions
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Policy No.: '''1028''' <br /> | Policy No.: '''1028''' <br /> | ||
Effective Date: '''10/25/02''' <br /> | Effective Date: '''10/25/02''' <br /> | ||
Revised Date: ''' | Revised Date: '''DRAFT''' <br /> | ||
Reviewed Date: ''' | Reviewed Date: ''' ''' <br /> | ||
<br /> | <br /> | ||
<big>'''Reduction In Force Policy'''</big> | <big>'''Reduction In Force Policy'''</big> | ||
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'''2.1''' The Reduction In Force Policy is applicable to Office/Service and Managerial/Professional positions at UNMC. | '''2.1''' The Reduction In Force Policy is applicable to Office/Service and Managerial/Professional positions at UNMC. | ||
==Basis of the Policy== | ==Basis of the Policy== | ||
'''3.1''' Section 4.4.1 of the Bylaws of the Board of Regents and the University of Nebraska Central Administration Policy #7313 are the basis of the Reduction In Force Policy of the University of Nebraska Medical Center. | '''3.1''' Section 4.4.1 of the [http://nebraska.edu/docs/board/bylaws.pdf Bylaws] of the Board of Regents and the University of Nebraska Central Administration Policy #7313 are the basis of the Reduction In Force Policy of the University of Nebraska Medical Center. | ||
==Authorities and Administration== | ==Authorities and Administration== | ||
'''4.1''' The UNMC Human Resources' Division Director of Strategic Staffing, Compensation, Records and HRIT is responsible for the administration, implementation, and maintenance of the Reduction In Force Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | '''4.1''' The UNMC Human Resources' Division Director of Strategic Staffing, Compensation, Records and HRIT is responsible for the administration, implementation, and maintenance of the Reduction In Force Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | ||
==Policy == | ==Policy == | ||
'''5.1''' It is the policy of the University of Nebraska Medical Center that a reduction-in-force may be effected due to insufficient funds or program readjustment. Employees may be laid off because of a general reduction in force or a reduction in force in any one functional area. All employees impacted by the reduction in force will be notified in writing. Office/Service employees being laid off will be notified at least two weeks prior to the date of release. Managerial/Professional employees must be notified at least 90 days prior to release. | '''5.1''' It is the policy of the University of Nebraska Medical Center that a reduction-in-force may be effected due to insufficient funds or program readjustment. Employees may be laid off because of a general reduction in force or a reduction in force in any one functional area. All employees impacted by the reduction in force will be notified in writing. Office/Service employees being laid off will be notified at least two weeks prior to the date of release. Managerial/Professional employees must be notified at least 90 days prior to release. In cases where financial exigency is declared by the Board of Regents these notice requirements do not apply. | ||
The criteria for determining the order in which employees are laid off will be based on the type of appointment held, quality and length of service, and other considerations, in order to provide for the most efficient operation of functional area or areas affected. | The criteria for determining the order in which employees are laid off will be based on the type of appointment held, quality and length of service, and other considerations, in order to provide for the most efficient operation of functional area or areas affected. | ||
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Employees will be reinstated from layoff in the functional area in the reverse order in which they were laid off. | Employees will be reinstated from layoff in the functional area in the reverse order in which they were laid off. | ||
An employee will be eligible for | An employee will be eligible for 90 days for recall to the previous position held. | ||
==Equal Employment Opportunity== | ==Equal Employment Opportunity== | ||
'''6.1''' The University of Nebraska Medical Center | '''6.1''' The University of Nebraska Medical Center (UNMC) is committed to creating a diverse and inclusive work and learning environment free from discrimination and harassment. UNMC is dedicated to creating an environment where everyone feels valued, respected and included. | ||
Therefore, the University of Nebraska Medical Center does not discriminate on the basis of race, ethnicity, color, national origin, sex (including pregnancy), religion, age, disability, sexual orientation, gender identity, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities and employment. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. UNMC complies with all local, state and federal laws prohibiting discrimination, including Title IX, which prohibits discrimination on the basis of sex. | |||
== Additional Information == | == Additional Information == | ||
*Contact Human Resources, 402-559-2710 | *Contact Human Resources, 402-559-2710 | ||
*See [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction In Force Procedures] | *[http://nebraska.edu/docs/board/bylaws.pdf Bylaws] of the Board of Regents of the University of Nebraska | ||
*See [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction In Force Procedures]<br /> | |||
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This page maintained by [ | This page maintained by [mailto:dpanowic@unmc.edu dkp]. | ||