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Understand

Layoff is an employer-initiated action that results in any of the following:

  1. Separation from service with an employer.
  2. Employment in a class with a lower salary range maximum.
  3. Reduction in the number of hours worked.

When layoffs will take place, employees can expect:

  1. Management will determine which positions will be eliminated.
  2. Human Resources (HR) ensures the seniority list is updated and posted on the intranet.
  3. The Agency Director (or designee) and the Human Resource consultant (HRC) will meet with each affected employee to inform them their position is at risk of layoff.
  4. The Agency Director (or designee) and supervisor will meet with program staff to discuss pending layoffs and answer questions.
  5. Each employee at risk of layoff provides HR with an updated state application that includes all work experience.
  6. HR reviews the employee’s state work history and updated state application.
  7. HR will prepare a letter to the employee outlining their unique/specific layoff options (if any) and other information about how to apply for internal and statewide layoff registers. Employees will receive at least 15 calendar days’ notice before the effective layoff date.
  8. If the option would result in bumping a less senior employee, the AA (or designee) and the assigned HR consultant will meet with the affected employee to inform them their position has been identified as a layoff option.
  9. The Agency Director (or designee) and assigned HR consultant will meet with each affected employee to discuss the employee’s layoff options and other information. Employees will be provided five calendar days to accept or decline, in writing, any option provided to them. This time period will run concurrent with the 15 calendar days’ notice provided by the employer to the employee. Declining the option or failing to respond will result in the loss of the option.
  10. If no options are available to an employee, they will be separated from state service and they may request their name be placed on both the internal and statewide layoff lists.
  11. If the accepted option results in bumping a less senior employee, the Agency Director (or designee) and the assigned HR consultant will meet with the employee being bumped to inform them that their position has been accepted as an option by a more senior employee. Any layoff options for the employee being bumped will be provided to them as soon as possible following that meeting.

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