layoff process

If your unit determines support staff reductions through layoff is necessary, use the following layoff process:

1. Units must reach out to MSU Human Resources for consultation and to receive the layoff checklist 
2. After consulting with MSU Human Resources, units should determine the number of positions that require elimination as well as review current job postings for reassignments. 
3. MSU Human Resources determines who receives layoff notices and provides the official notice to unit HR / Supervisors to give to the impacted employee(s) 
1. Union contractual requirements for determining layoffs vary by group, therefore it is important to work directly with MSU Human Resources before you notify any employee of a pending layoff 
4. In most cases, departments have financial obligations to the individual who is being laid off. In budget planning, it is important to understand those obligations, which include: 
1. Most union contracts require a 60-day notice of layoff, during which time the unit is responsible for the employee’s pay 
2. Units must pay all accrued vacation time (which cannot be offset by the layoff notice period). For APA, APSA, and CTU staff, if the laid off employee is bypassed into a vacant position and subsequently fails the evaluation/requalification period, the unit that issued the original layoff will be responsible for the payout of any additional vacation time accrued during the evaluation/requalification period 
3. Paying a layoff transition benefit (for APA and APSA employees) if the employee has at least six years of service and terminate their recall rights after being on layoff status for at least 90 calendar days for APSA and 120 calendar days for APA. This benefit varies from 4 to 15 weeks’ pay based on the individual’s length of employment with MSU 
5. MSU Human Resources will schedule informational meetings with those employees being laid off. The informational meetings will cover: 
1. Employee options and placement opportunities 
2. Impact that layoff has on benefits 
3. Resume review and interviewing skills 
6. After those who are being laid off have been informed units should also inform remaining staff about the layoffs and any related changes in job assignments. Keep in mind that layoffs are difficult for all employees. It is important to continue dialogue with your staff and respond to the various issues that are likely to arise. Contact MSU Human Resources for additional resources on navigating change and communicating during challenging times. 
7. MSU Human Resources will inform the unit of all needed documentation, the status of laid off employees, and answer any questions throughout the process.