Employment Policies (HR-100)
Layoff is defined as the cessation of regular employment due to a permanent or temporary reduction in force. Employees laid off due to a reduction in force retain seniority accumulated to the date of layoff, for a period not to exceed one year, but do not continue to accrue seniority during the layoff leave of absence. In the event an employee who is notified of a layoff or who has been laid off transfers to another department, he/she continues to maintain seniority in the department where the layoff occurred for a period of one (1) year from the effective date of the layoff or the transfer, whichever occurs first. All things being equal, job security shall be commensurate with an employee's seniority. If the abilities, skills, training, and other relevant qualifications to fill existing positions are considered equivalent among affected employees, the employee with the longest seniority will be retained and the employee with the shortest seniority will be the first to be laid off.
The University reserves the right in any given instance, to determine if an employee possesses the relevant qualifications such as ability, training, and skill to fill the position.
Definition of Seniority
For regular Administrative, Service and Support employees, other than Service and Maintenance Personnel, seniority consists of continuous service in the same department. If relative service among employees is equal, the employee with the greatest regular University service is the most senior employee. For Service & Maintenance personnel, see Understanding of Policies Article VIII. Seniority.
Regular Administrative, Service and Support employees who have satisfactorily completed their probationary periods are covered by this policy with the exception of executive and managerial employees.
The University shall, in its sole discretion, after a reduction in force, determine the occasion and the advisability of recall of part or all of the laid off employees. The University shall consider seniority, ability, and qualifications, as well as the nature of the jobs for which the employees will be recalled.
Employees retain preferential hiring rights in the department in which they have been laid off. "Hiring preference" within a department shall mean that if laid off departmental employees meet the stated qualifications the department may only consider the laid off employee(s) and other employees in the same department for openings in that department. "Department" is defined as an organizational entity that has fiscal, programmatic and administrative responsibilities for employees.
Eligible Administrative, Service and Support employees with a minimum of five (5) years of continuous regular employment with the University immediately prior to layoff, will be placed on a layoff leave of absence for one year from the effective date of layoff. Eligible Administrative, Service and Support employees with less than five (5) years of continuous regular employment with the University immediately prior to layoff, will be placed on a layoff leave of absence for three (3) months from the effective date of layoff. During the layoff leave of absence, the employee will be eligible to participate in the University's benefit programs. The University will continue to pay its portion of the benefit premiums during the layoff leave of absence.
The period of leave of absence is excluded in computing length of service under the University of Missouri Retirement, Disability, and Death Benefit Plan; however, the leave of absence does not constitute an interruption of service. A layoff leave of absence does not count toward vesting in the University retirement plan.
Upon expiration of a layoff leave of absence, if the employee has not located a position, the employee will be terminated.
Eligible Administrative, Service and Support employees will be given a minimum of two weeks written notice of layoff because of a workforce reduction. At the University's option, such employees may receive two weeks pay in lieu of notice. Issuance of layoff notice must be coordinated through campus Human Resource Services.
Any department considering a permanent or temporary reduction in force should contact Human Resource Services to discuss the layoff policy and proper layoff procedures prior to notifying the employee(s). Contact Human Resource Services for information related to the impact of a layoff leave of absence on vacation, sick leave, personal days, and seniority.
Date Created: 9/26/97
Last Updated: 8/23/09