Reduction in Force - Revision history

Mhurlocker: /* Additional Information */

2024-08-19T18:31:16Z

Additional Information

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	*See [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction In Force Procedures]<br />		*See [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction In Force Procedures]<br />
	<br />		<br />
	This page maintained by [mailto:~~dpanowic~~@unmc.edu ~~dkp~~].		This page maintained by [mailto:mhurlocker@unmc.edu mh].

Afaylor at 19:06, May 23, 2024

2024-05-23T19:06:21Z

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	*Contact Human Resources, 402-559-2710		*Contact Human Resources, 402-559-2710
	*[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		*[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 [~~http~~://www.unmc.edu/hr/~~Proc~~/Procedures1028.pdf Reduction In Force Procedures]<br />		*See [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction In Force Procedures]<br />
	<br />		<br />
	This page maintained by [mailto:dpanowic@unmc.edu dkp].		This page maintained by [mailto:dpanowic@unmc.edu dkp].

Dpanowic at 13:09, May 8, 2023

2023-05-08T13:09:42Z

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	'''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.		'''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.
	==Policy ==		==Policy ==
	'''5.1.0''' A reduction in force is the elimination of staff position(s) and/or the reduction of FTE(s) at the ~~Universality~~ of Nebraska. A reduction in force may occur because of changing priorities, budgetary constraints, or other operational needs.		'''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.		'''5.1.0.1''' 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.

Daniel.carlson: Fixed link

2020-04-07T20:50:32Z

Fixed link

← Older revision		Revision as of 15:50, April 7, 2020
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	== Additional Information ==		== Additional Information ==
	*Contact Human Resources, 402-559-2710		*Contact Human Resources, 402-559-2710
	*[~~http~~://nebraska.edu/docs/board/bylaws.pdf Bylaws] of the Board of Regents of the University of Nebraska		*[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 [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction In Force Procedures]<br />		*See [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction In Force Procedures]<br />
	<br />		<br />
	This page maintained by [mailto:dpanowic@unmc.edu dkp].		This page maintained by [mailto:dpanowic@unmc.edu dkp].

Afaylor: add Faculty tab and Personnel Files and change Flu Season to Influenza

2019-07-05T19:56:40Z

add Faculty tab and Personnel Files and change Flu Season to Influenza

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	<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"		<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
	width="20">[[Intellectual Property]]</td>		width="20">[[Intellectual Property]]</td>
			<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
			<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
			width="20">[[Faculty]]</td>
	</tr>		</tr>
	</table>		</table>
	<br />		<br />
	[[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]] \| [[~~Flu Season~~]] \| [[Consensual Relationships]] \| [[AIDS, HIV, and Other Bloodborne Pathogens]] \| [[Personnel Action Documentation]] \| [[Fitness for Duty]] \| [[Sexual Misconduct]]<br /><br />		[[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 />
	Policy No.: '''1028''' <br />		Policy No.: '''1028''' <br />
	Effective Date: '''10/25/02''' <br />		Effective Date: '''10/25/02''' <br />

Dpanowic at 15:08, August 8, 2017

2017-08-08T15:08:32Z

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	</table>		</table>
	<br />		<br />
	[[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]] \| [[Flu Season]] \| [[Consensual Relationships]] \| [[AIDS, HIV, and Other Bloodborne Pathogens]] \| [[Personnel Action Documentation]] \| [[Fitness for Duty]] \| [[Sexual Misconduct]]<br /><br />		[[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]] \| [[Flu Season]] \| [[Consensual Relationships]] \| [[AIDS, HIV, and Other Bloodborne Pathogens]] \| [[Personnel Action Documentation]] \| [[Fitness for Duty]] \| [[Sexual Misconduct]]<br /><br />
	Policy No.: '''1028''' <br />		Policy No.: '''1028''' <br />
	Effective Date: '''10/25/02''' <br />		Effective Date: '''10/25/02''' <br />

Dpanowic at 14:53, August 8, 2017

2017-08-08T14:53:04Z

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	'''5.3.4''' Employees who do not respond to an offer of employment within five (5) working days will forfeit their rights under this policy.		'''5.3.4''' Employees who do not respond to an offer of employment within five (5) working days will forfeit their rights 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 3.0 to 3.4 of this policy shall not apply to employees on grant funded positions or other positions funded through temporary funds.		'''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''' Reduction in Force employees will be considered separated from the University for pay purposes.

Dpanowic at 20:58, August 7, 2017

2017-08-07T20:58:16Z

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	'''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.		'''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.

	'''5.5.0''' ~~Reductions~~ in force are not grievable.		'''5.5.0''' Reduction in force are not grievable.
	==Notice of Non-Discrimination==		==Notice of Non-Discrimination==
	'''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.		'''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.

Dpanowic: Dpanowic moved page Reduction-in-Force to Reduction in Force: Delete Hyphens

2017-08-07T20:55:52Z

Dpanowic moved page Reduction-in-Force to Reduction in Force: Delete Hyphens

← Older revision	Revision as of 15:55, August 7, 2017
(No difference)

Dpanowic at 20:55, August 7, 2017

2017-08-07T20:55:10Z

← Older revision		Revision as of 15:55, August 7, 2017
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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: '''11/03/15''' <br />		Revised Date: '''08/07/17''' <br />
	Reviewed Date: '''09/29/15''' <br />		Reviewed Date: '''07/27/17''' <br />
	<br />		<br />
	<big>'''Reduction In Force Policy'''</big>		<big>'''Reduction In Force Policy'''</big>
	==Purpose==		==Purpose==
	'''1.1''' UNMC complies with Board of Regents policy (section 4.4.1) in establishing a Reduction In Force process for all employees.		'''1.1.0''' UNMC complies with Board of Regents policy (section 4.4.1) in establishing a Reduction In Force process for all employees.
	==Scope ==		==Scope ==
	'''2.1''' The Reduction In Force Policy is applicable to Office/Service and Managerial/Professional positions at UNMC.		'''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.
	==Basis of the Policy==		==Basis of the Policy==
	'''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 Human Resources Handbook for Policies~~ are the basis of the Reduction In Force Policy of the University of Nebraska Medical Center.		'''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.
	==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.		'''4.1.0''' 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.
	==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. ~~In cases where financial exigency is declared by the Board of Regents these notice requirements do not apply.~~		'''5.1.0''' A reduction in force is the elimination of staff position(s) and/or the reduction of FTE(s) at the Universality of Nebraska. A reduction in force may occur because of changing priorities, budgetary constraints, or other operational needs.

	~~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~~.		'''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.

	~~Employees will~~ be ~~reinstated~~ from ~~layoff~~ in ~~the functional area~~ in ~~the reverse order~~ in ~~which they were laid off~~.		'''5.1.1''' Affected employees may be separated from employment because of general reduction in force or reduction in force in any one area.

	An employee ~~will~~ be ~~eligible for~~ 90 days for ~~recall~~ to the previous position ~~held~~.		'''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.

			'''5.3.0''' Employees shall be eligible for reinstatement and/or reemployment as set forth below.

			'''5.3.0.1''' “Reinstatement” means that the employee will be placed into the position previously held by the employee prior to the reduction in force.

			'''5.3.0.2''' “Reemployment” means that the employee will be placed into a comparable or lower position within the same area as the position previously held prior to the reduction in force.

			'''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.

			'''5.3.3''' Employees declining reinstatement to their previous position or reemployment in a comparable position shall not be eligible for any future position under this policy. Employees declining reemployment in a lower position shall continue to be eligible for future positions under this policy.

			'''5.3.4''' Employees who do not respond to an offer of employment within five (5) working days will forfeit their rights 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 3.0 to 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.

			'''5.5.0''' Reductions in force are not grievable.
	==Notice of Non-Discrimination==		==Notice of Non-Discrimination==
	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.		'''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.
	== Additional Information ==		== Additional Information ==
	*Contact Human Resources, 402-559-2710		*Contact Human Resources, 402-559-2710