MSU Human Resources >> Ua >> Layoff-resources >> Reduction in Force Summary Chart for Support Staff

reduction in force summary chart for support staff

Units must reach out to MSU Human Resources for consultation should they need to eliminate positions.
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.
MSU Human Resources determines which employees are impacted by a reduction in force and the appropriate mechanism or process for notification.

Employee Group	Required Layoff Notice	Criteria to determine impacted employees	Bumping/bypass rights	Layoff Payments	Recall Rights to Open Positions
APA	60 Calendar Days	Within structural unit and where the ability to do the remaining work in the unit is equal, select based on the following order: Temporary* Probationary* Documented unsatisfactory performance for two or more performance cycles Least Senior at the level (based on university seniority)	No bumping provision Recalled through bypass interview opportunity to university-wide vacancies at same or lower level within the bargaining unit	Accrued vacation is paid out after layoff date Layoff Transition payment in place of recall eligibility for employees with at least 6 years of service: 4 to 15 weeks’ pay based on university seniority Upon expiration of recall rights, a portion of unused sick leave credits is paid out to employees with at least 2 years of service	Based on years of service at layoff, recall can be length of seniority up to 5 years as follows: 0 – 2 years = length of seniority 2 – 10 years = 2 years 10 -15 years = 3 years 15 – 20 years = 4 years 20 years plus = 5 years
APSA	60 Calendar Days	Within structural unit and where the ability to do the remaining work in the unit is equal, select based on the following order: Temporary* Probationary* Documented unsatisfactory performance for two or more performance cycles Least senior at the level (based on university seniority)	No bumping provision Recalled through bypass interview opportunities to university-wide vacancies at same or lower level within the bargaining unit	Accrued vacation is paid out after layoff date Layoff Transition payment in place of recall eligibility for employees with at least 6 years of service: 4 to 15 weeks’ pay based on university seniority Upon expiration of recall rights, a portion of unused sick leave credits is paid out to employees with at least 2 years of service	Based on years of service at layoff, recall can be length of seniority up to 5 years as follows: 0 – 2 years = length of seniority 2 – 10 years = 2 years 10 -15 years = 3 years 15 – 20 years = 4 years 20 years plus = 5 years
CTU	60 Calendar Days (includes 15 working days plus additional administrative days)	Within structural unit the following order must be utilized: Probationary* Least senior at the level (based on university seniority), provided ability to do the remaining work in the unit is equal.	Bumping of least senior CTU employee within the respective academic or operational division at an equal or lower level; provided ability to perform the work.	Accrued vacation is paid out after layoff date Project Tech- 1 week of severance pay for each year of service (5-week maximum) Accrued vacation is paid out after severance pay Holiday Pay - If an employee is paid the day before and the day after a holiday the employee will receive holiday pay	Seniority or 2 years from last paid date, whichever is less. Recalled through bypass to vacant university positions within the bargaining unit in equal or lower level
SSTU	14 Calendar Days	Seniority (based on bargaining unit seniority) in occupational group	Bumping a less senior employee within occupational group at equal and lower levels	Accrued vacation is paid out after layoff date	Seniority or 2 years from last day worked, whichever is less
1585	14 Calendar Days	Temporary* Probationary* Least senior (based on bargaining unit seniority) in seniority unit	Bumping the least senior employee in level university-wide, then descending levels	Accrued vacation is paid out after layoff date	Seniority or 2 years from last day worked, whichever is less
POAM	21 Calendar Days	Seasonal, temporary or provisional employees serving in the same position class are laid off before permanent or probationary employees Probationary or permanent employees are laid off based on inverse order of bargaining unit seniority Special Assignment status is not a factor in lay-off	None Entire bargaining unit consists of Police Officers and Police Officer Trainees being sponsored through academy. As the least senior is laid off, bumping is not necessary.	Employees who are laid off shall have available any unused sick leave previously earned, effective at the time they are recalled. Accrued vacation is paid out upon separation.	Recall rights in order of bargaining unit seniority for a period of time equal to their bargaining unit seniority at the time of layoff or two years, whichever is lesser. Employees shall be recalled from layoff to PD before any other persons are hired in those classes.
274 (Regular employees)	60 Calendar Days	Within structural unit and where the ability to do the remaining work in the unit is equal, select based on the following order: Temporary* Probationary* Documented unsatisfactory performance for two or more performance cycles Least Senior at the level (based on university seniority)	No bumping provision Recalled through bypass interview opportunity to university-wide vacancies at same or lower level within the bargaining unit	Accrued vacation is paid out after layoff date Layoff Transition payment in place of recall eligibility for employees with at least 6 years of service: 4 to 15 weeks’ pay based on university seniority Upon expiration of recall rights, a portion of unused sick leave credits is paid out to employees with at least 2 years of service	Based on years of service at layoff, recall can be length of seniority up to 5 years as follows: 0 – 2 years = length of seniority 2 – 10 years = 2 years 10 -15 years = 3 years 15 – 20 years = 4 years 20 years plus = 5 years
324	7-14 Calendar Days	Based on seniority unit, employee with least classification seniority in a classification that is affected, provided remaining employees in the classification have the ability do the work.	Conditioned upon ability to do the work, may replace an employee with less classification seniority in a classification assigned to the next lower pay grade in the seniority unit, this is applied until the appropriate employee is laid off.	Any unused vacation is paid out.	Reverse application of layoff procedure shall be applied before hiring or making a promotion.
Non-Union	60 Calendar Days	Where ability to perform the remaining work in the department is equal, select based on the following order: Temporary* Probationary* Least senior at the level	No bumping/bypass rights	Accrued vacation is paid out after layoff date	Seniority or 2 years from last day worked, whichever is less

* Temporary (may include on-call and end-dated positions) and probationary employees are not subject to layoff/recall provisions. Temporary and probationary positions are eliminated prior to eliminating permanent positions.

**A portion of accrued sick leave is payable upon university retirement or termination in the following circumstances:

Employees meeting the university minimum retirement requirements upon retirement.
Employees who do not meet the university minimum retirement requirements, but who have at least 5 years of service, and who have attained the age of 65 at the time of separation.

The amount of sick leave payable varies in each circumstance as specified in the current labor contract.

Visit the Layoff Resources page for more information, including the Layoff Effect on Benefits and Layoff Process for Support Staff.

Human Resources

Administrators & Supervisors

reduction in force summary chart for support staff

Employee Group

Required Layoff Notice

Criteria to determine impacted employees

Bumping/bypass rights

Layoff Payments

Recall Rights to Open Positions

APA

APSA

CTU

SSTU

1585

POAM

274 (Regular employees)

324

Non-Union

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