An exempt or overtime-eligible non-bargaining-unit employee will be notified in writing at least 60 calendar days prior to the elimination of his or her position as a result of a reorganization, reduction in workload or loss of funding. In the case of grant-funded positions, the employee will be notified in writing at least 30 calendar days prior to the elimination of their position.
In some circumstances it may be necessary or preferable to provide pay in lieu of notice. In these cases, the employee will not remain on the payroll during the notice period but will remain eligible for the career counseling services described in this policy for an additional period equivalent to the applicable 60- or 30-day notification period.
Employees who work more than one job on a part-time basis and are laid-off completely from one of their positions are eligible for severance pay proportional to the hours that were eliminated. An employee with a single job whose hours of work are significantly reduced should be offered the choice to continue in the position with reduced hours (without any severance or other layoff benefits based on the eliminated hours) or to decline to continue working in the position with reduced hours. If the employee chooses to decline the position, he or she will be laid off and will be eligible for severance and other layoff benefits appropriate for the position as it existed when the offer of reduced hours was raised.
Last updated: 02/11/2009