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Employee Relations. UCLA Campus Human Resources Employee & Labor Relations Michael Beasley & Emoon Mar May 2009. Employee Relations Office. Provide information on UC Personnel Policies for Staff Members (PPSM) and the Collective Bargaining Agreements
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Employee Relations UCLA Campus Human Resources Employee & Labor Relations Michael Beasley & Emoon Mar May 2009
Employee Relations Office • Provide information on UC Personnel Policies for Staff Members (PPSM) and the Collective Bargaining Agreements • Assist management in drafting responses to grievances • Assist management in the preparation of formal disciplinary documents • Assist management in the preparation of layoff documents Continued . . .
Employee Relations Office • Assist CHR Training via Supervisory Classes on: • Performance Evaluations • Navigating Staff Personnel Policies and Contracts • Disciplinary Process at UCLA
Bruin, Joe Progressive Discipline Documentation • Counseling Memo • Written Warning • Disciplinary Suspension • Demotion • Termination
Indefinite Layoff The steps for indefinite layoff are: • Department performs layoff analysis • Department prepares a “Request for Order of Layoff” form • Department sends the “Request for Order of Layoff” form to Campus Human Resources – Policy Services (Lazetta Smith, Shirelle Alexander & Dyanna De Alba) • Campus Human Resources – Policy Services calculates seniority points Continued . . .
Indefinite Layoff • Department sends the completed layoff proposal packet to the assigned Employee Relations Consultant for final review • Supervisor meets with and gives a written layoff notice to the employee • Campus Layoff Coordinator explains the “recall rights” and “preferential rehire rights” to the employee
Approaching the Layoff Process - Classification • The department determines which classifications are to be affected as related to the functions the unit will rely on to survive.
Approaching the Layoff Process - Seniority • Seniority, for layoff purposes, is defined as points which are calculated based on full-time equivalent months (or hours) of University service. This means that an employee earns one seniority point for every month they work on a full-time basis. • Only employment while on pay status counts toward seniority. • Employees with more seniority stay and those with less are laid off, except . . .
Out of Seniority Order Justification Letter • Department must determine if there are any individuals who possess special skills, knowledge, or abilities to perform certain functions which are essential to the department’s survival and thus need to be retained regardless of seniority. • If an employee is retained with less seniority in the job title, then department must provide a “Memo of Out of Seniority Order Justification” to Camus Human Resources documenting the rationale used for retaining the “junior” employee.
