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Reduction in Force

Reduction in Force. Differences between Classified Staff, Teaching Faculty and Administrative/Professional Faculty October, 2009. Employee Classifications. Reduction in Force. Layoff Sequence. Seniority. Severance Benefits. Severance Benefits.

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Reduction in Force

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  1. Reduction in Force Differences between Classified Staff, Teaching Faculty and Administrative/Professional Faculty October, 2009

  2. Employee Classifications

  3. Reduction in Force

  4. Layoff Sequence

  5. Seniority

  6. Severance Benefits

  7. Severance Benefits • All employees affected by layoff will continue to have health insurance coverage for 12 months following the effective date of the layoff with the state paying its portion of the monthly premium. • All employees affected by lay off will continue to have life insurance coverage for 12 months following the effective date of the lay off with the state paying the entire premium.

  8. Severance Benefits • Employees who accrue annual leave (classified and administrative/professional faculty) will be paid for their unused annual leave balances (up to the maximum payout limits) either at the effective date of the layoff or at the conclusion of the 12-month severance benefit period, whichever the employee chooses.

  9. Severance Benefits • Eligible employees will be paid 25% of sick leave balances up to a max of $5,000. • VSDP participants are not eligible for payout unless they have disability credits from the traditional sick leave plan. Eligible VSDP participants (those hired prior to 01/01/99) will be paid 25% of disability credit balances up to a max of $5,000.

  10. Severance Benefits • Eligible employees may take a refund of VRS contributions; however, doing so will cancel the life insurance coverage for the 12 months following the layoff effective date. • Eligible employees meeting the age and/or service requirements, may elect enhanced retirement in lieu of layoff.

  11. Placement Options for Classified Staff • During the time between Initial Notice and Final Notice of Layoff, the agency shall attempt to identify internal placement options for its classified employees. An employee may be assigned to a vacant position within the agency that is in the same or lower pay band for which the employee is minimally qualified. If there are no vacancies, the employee is placed on LWOP - layoff.

  12. Placement Options for Classified Staff • An Interagency Placement Screening Form (Yellow Form) is provided to classified employees when they are notified that they will be affected by layoff. This form is to be used by these employees to secure preferential consideration over applicants from outside an agency for positions in any executive branch for which they are minimally qualified in the same or lower pay band.

  13. Placement Options for Classified Staff • The yellow form is valid from the date of issue until the employee’s layoff effective date. The yellow form may be used only once.

  14. Placement Options for Classified Staff • Once the employee is placed on Leave Without Pay – Layoff (LWOP), the employee is given the Preferential Hiring Card (Blue Card). The Blue Card is used to exercise preferential employment rights to a vacant classified position in another agency that is in the same role code as the employee’s former position. The Blue Card may be used only once.

  15. Placement Options for Administrative/ Professionals Holding Faculty Rank • If a teaching faculty vacancy exists in the primary teaching field or discipline of the administrator/professional, the administrator/ professional may assume that position. • In the primary teaching field or discipline, an administrative/professional faculty member who previously occupied a teaching faculty position at the college (DCC) may displace a teaching faculty rank employee provided they displace a member with less seniority.

  16. Faculty RightsTeaching & Admin/Professionals • Affected faculty members shall be given the right of interview for vacant permanent positions anywhere in the VCCS provided they are qualified for said positions. • The affected faculty member’s president shall notify each college in the System that the faculty member is available for employment. • The decision to offer the faculty member an appointment proposal rests exclusively with the receiving president.

  17. Faculty RightsTeaching & Admin/Professionals • Affected faculty members shall have first refusal of permanent positions should they be reestablished within the remaining term of their appointment (contract).

  18. Notice Requirements

  19. References • For Department of Human Resource Management (DHRM) policies for classified staff: http://www.dhrm.state.va.us/hrpolicy/policy.html • For Virginia Community College System (VCCS) policies for faculty rank employees: • http://www.vccs.edu/Portals/0/ContentAreas/PolicyManual/Sct3.pdf

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