Department Checklist for Implementing a Layoff
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? |