Layoff: Implementation Checklist
A layoff is elimination of a position due to lack of funding or a lack of work. It may happen as a result of budget cuts, elimination of programs, or a reorganization. There are several steps to complete when implementing a layoff. Have you considered them all?
Have you:
- Considered all cost saving measures before contemplating layoffs?
- Consulted with Employee Relations as soon as your department contemplated reducing staff?
- Determined your layoff unit (contact labrel@berkeley.edu)?
- Sent Employee Relations complete information needed for union notice
- Contacted Labor and Employee Relations to initiate discussions with the unions?
- Determined which positions/classifications will be impacted by layoffs?
- Held general information sessions to inform employees that layoffs may be necessary? Here is an opportunity to ask employees to think about cost-cutting measures and ideas.
- Determined which union contracts/personnel policies govern the affected classifications?
- Calculated seniority points for all the individuals in affected classifications?
- Verified hire dates for seniority calculations with Employee Relations?
- Developed a seniority list?
- Determined whether bumping or out-of-seniority layoffs may be necessary?
- Consulted with Employee Relations before an out-of seniority layoff letter is issued?
- Allowed sufficient time for union notice and notice to the employee, per contract and policy requirements?
- Considered voluntary layoffs? Some union contracts allow for voluntary layoffs.
- Alerted your Department Benefits Counselor to ensure that copies of required forms and publications are available?
- Developed a communication plan on how and when to communicate to management and staff about impending layoffs?
- Scheduled an appointment for the employee with Employment Services to activate preferential rehire rights?
- Encouraged an open door policy in which employees can come to you to share their concerns and feelings about the reduction of staff within the department?
- Prepared a layoff letter for each employee?
- Reviewed layoff letters with Employee Relations?
- Scheduled individual meetings with each employee to be laid off?
- Distributed layoff letters with proof of service?
- Informed the employee about campus resources?
- Met with the rest of the staff after the layoff action to address issues such as workload and redefinition of roles, while protecting the confidentiality of the laid-off employees?
