Voluntary Separation Option (VSO-2) - Frequently Asked Questions
1. What is the main difference between VSO-2 and the original VSO-1 plan?
VSO-2 is now open to part-time PPSM employees, non-represented employees in the Librarian series, and represented employees whose unions have agreed to participate.
2. Which unions are allowing their members to participate?
The following bargaining units have agreed to participate in the VSO-2 Plan:
- CUE - Clerical Unit (CX)
- Represented Professional Librarians (LX)
- AFSCME - Service Unit (SX)
- AFSCME - Patient Care Technical Unit (EX)
- ACBCTC - Skilled Trades
- California Nurses Association (CNA)
- UPTE -Technical Unit (TX)
- UPTE - Research Support Professionals Unit (RX)
- UPTE – Health Care Professionals Unit (HX)
As other bargaining units elect to participate in VSO-2, we will update this question accordingly.
3. What are the circumstances for turning down an application?
Department managers will need to consider the business skills needed for critical operations and to meet future needs. If your skill set is in an area of high need and there are no alternatives for getting the work accomplished, then the department will not be able to justify accepting your application. Departments should make decisions based upon bona fide business reasons.
4. Who will pay the severance costs?
Departments are responsible for paying the severance costs from salary savings.
5. Why can the department not fill a position vacated through the Voluntary Separation Option for 18 months?
The purpose of the program is to create salary savings used toward budget cuts in addition to covering the costs associated with the severance payment. Therefore, positions cannot be filled for a period of 18 months following a separation under this program.
6. What if the manager is restructuring the unit and needs this position refilled?
If the manager can demonstrate that the effort to restructure the unit has resulted in the elimination of a position elsewhere in the unit, then a request for an exception to the hiring freeze may be submitted.
7. Why can the employee not come back to work for the UC for 3 years?
The campus needs to reduce the costs associated with the workforce. The budget is not expected to recover soon. Funds saved from this program will be used to cover those reductions. In addition, UCOP has required that any voluntary separation option offered to employees restrict return to employment for a period of 3 years.
8. What happens if I apply for the program by the deadline but my circumstances change and I want to opt out?
Employees who submit an application to participate have until 5:00 p.m. on Friday, August 7, 2009, to opt out before final decisions are made. However, after August 7, decisions are final.
9. If my department is already laying people off, can I still apply?
Yes, you may apply if you are eligible.
10. Is there anything else I need to do once I submit my application?
If your application is accepted, you will be required to sign a separate release agreement.
11. If I apply and someone in my department is being laid off, will I save that person's job?
Volunteering for separation does not necessarily save a specific job. Managers are making decisions based on the operational needs of the unit which vary across positions. The cost savings generated by this program will collectively help us meet our budget reduction requirements.
12. How is VSO severance calculated?
Severance is calculated from the employee's most recent hire date without a break in service.
For represented employees, the severance amount will be based on allowable amounts as determined by the appropriate collective bargaining agreement under the layoff provisions or by local agreement.
For non-represented employees, consistent with current policy, the VSO-2 entitles the employee to severance pay based on classification.
Professional and Support Staff (PSS) appointments will receive severance pay in the amount of one (1) week's pay (annual base salary divided by 2088 hours X 40 hours) for each full year of service up to a maximum of 16 weeks' pay. Managers and Senior Professionals will receive severance pay in the amount of one (1) month's pay (1/12 of annual base salary) for each full year of service up to a maximum of six (6) months' pay.
See the example scenario to walk through a severance calculation for a hypothetical employee.
13. The eligibility guidelines for VSO-2, as currently written, EXCLUDE employees at the Managers and Senior Professionals (MSP) level VIII-IX. With new Career Compass grades (15-30) there are no longer grades VIII-IX. Which MSP levels are eligible for VSO-2?
All Berkeley MSP levels, up to grade 30, are eligible for the VSO program.
14. Through Career Compass mapping, my position changed from MSP to PSS. Which level of VSO-2 benefits (MSP or PSS) am I eligible to receive?
If your position changed from MSP to PSS as a result of Career Compass mapping, you remain eligible for MSP benefits in the VSO-2 program. If your position changed from PSS to MSP as a result of Career Compass mapping, you will be eligible for MSP benefits in the VSO-2 program.
15. Can I defer my severance and/or terminal vacation pay to the 403(b) and/or 457(b) Plans?
In many instances, yes. Please click here for details and deadlines.