Department
Layoff Process Flowchart
This
flow chart provides general guidelines for a department faced with
budget reductions and programmatic changes. Refer to union contracts
and personnel policies for specific notice requirements and key
time frames. (http://hrweb.berkeley.edu/hrpolicy.htm)
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| Layoff
Planning 90-120 days ahead of effective date of layoff |
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| Meet
with Human Resources team to consult on:
- Notice
requirements
- Impact
on employees
- Resources
available
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| Discuss
proposed changes with department management. Decide layoffs
are necessary |
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| Initiating
Layoff Process |
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| Send
required information on the layoff to Employee Relations
for union notice (at least 75 days before layoff date) |
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| Make
appointment with Employment Unit on employee's behalf |
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| Meet
with each employee to inform him of layoff decision and
describe assistance being offered |
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| Hold
group and/or individual information sessions with HR
experts to answer laid off employee's questions |
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| Issue
written layoff notice
to employee according to contract and policy requirements
(30-60 days prior to effective layoff date) |
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| Meet
with remaining employees to address issues and concerns
about the layoff and how work will get distributed |
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