Reduction in Force: Difference between revisions

[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction in Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination and Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Influenza]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Sexual Misconduct]] | [[Personnel Files]]<br /><br />

Revised Date:  '''08/07/17''' <br />

Reviewed Date: '''07/27/17''' <br />

'''1.1.0'''  UNMC complies with Board of Regents policy (section 4.4.1) in establishing a Reduction In Force process for all employees.

'''2.1.0''' The Reduction In Force Policy is applicable to regular Office/Service and Managerial/Professional positions at UNMC. This Reduction in Force policy shall not apply to those employees in probationary periods or those employees in temporary or on-call positions. 

'''3.1.0''' Section 4.4.1 of the Bylaws of the Board of Regents and the University of Nebraska President Memorandum dated July 27, 2017 are the basis of the Reduction in Force Policy of the University of Nebraska Medical Center.

'''4.1.0''' 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.

'''5.1.0''' A reduction in force is the elimination of staff position(s) and/or the reduction of FTE(s) at the University of Nebraska. A reduction in force may occur because of changing priorities, budgetary constraints, or other operational needs.

'''5.1.0.1'''  Termination of employment solely due to poor job performance, misconduct, violation of University policy, or other similar reason(s) is not considered a reduction in force.

'''5.1.1''' Affected employees may be separated from employment because of general reduction in force or reduction in force in any one area.

'''5.1.2''' Unless otherwise specified in writing to the employee at the time of employment employees being separated from employment as part of a reduction in force shall be notified in writing at least thirty (30) days prior to the date of separation if classified within the Office and Service classification and at least ninety (90) days prior to the date of separation if classified within the Managerial Professional classification.

'''5.1.3''' This Reduction in Force policy shall not apply to those employees in probationary periods or those employees in temporary or on-call positions. Accordingly, such employees are not required to receive any notification under this policy.

 

'''5.2.0''' The criteria for determining the order for employees affected by a reduction in force should normally be based on the type of appointment held, quality and length of service, funding source, and other considerations determined by the appointing authority in order to provide for the most efficient and effective operation of the area affected.

 

 

 

 

'''5.3.1''' An employee shall be reinstated to the position previously held should such position become available within six (6) months from the date of separation due to reduction in force.

 

'''5.3.2''' If an employee’s previous position is not available, qualified employees shall be reemployed in a comparable or lower position in the same area, or successor area, should such position(s) become available within six (6) months from the date of separation due to reduction in force.

 

'''5.3.2.1'''  “Comparable position” generally means a position that is similar to the employee’s previous position in the following ways: requires similar knowledge, skills and abilities; has similar job content (tasks and responsibilities); and has a similar pay range. Human Resources reserves the right to determine whether a positions is comparable under this policy.

 

 

 

'''5.3.5''' Sections 5.3.0 to 5.3.4 of this policy shall not apply to those employees whose job performance is not at least satisfactorily, as determined by Human Resources. In addition, Sections 5.3.0 to 5.3.4 of this policy shall not apply to employees on grant funded positions or other positions funded through temporary funds.

 

'''5.4.0''' Reduction in Force employees will be considered separated from the University for pay purposes.

 

'''5.4.0.1''' Upon reinstatement, reinstated employees will be paid at the same rate of pay as when they left University employment and will not be required to serve a new original probationary period.

 

'''5.4.2''' Upon reemployment, reemployment employees will be treated as new employees for pay purposes and will be required to serve a new original probationary period.

 

'''6.1.0''' Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment.

*[https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-bylaws.pdf?la=en Bylaws] of the Board of Regents of the University of Nebraska

*See [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction In Force Procedures]<br />