Consult your Employee Relations Consultant before considering possible layoff or reduction in time.

Our policy is to minimize layoffs by considering staffing reductions only after other workforce adjustment options have been considered. Layoffs can be caused by lack of funding, lack of work, or department reorganization. The term "layoff" includes reduction in time (RIT). 

To initiate a layoff/RIT, please work with your Employee Relations Consultant on the following steps:

1. Determine the rationale for the action. 

   • Reasons for such action may include lack of funds, lack of work, or reorganization.
   • Review all sources of income, current and/or proposed work requirements, and reasons for reorganization.

2. Determine the needs of the new organization.

   • Review the necessity of all current student positions and limited-time appointments within the affected organization (layoff unit).
   • Outline the type and number of positions needed in the new organization.

3. Compare the proposed new organization to the existing organization.

   • Determine which positions and classifications will be affected by the proposed layoff/RIT.
   • Focus on positions, not individuals.

4. Review the pertinent layoff policies and procedures.

   • Review UC systemwide PPSM 60, UC Davis local procedure PPSM 60, and/or the appropriate collective bargaining agreement(s).
   • Contact your Employee Relations Consultant for questions regarding rights of affected employee(s).
   • Properly document all decisions.

5. Prepare the layoff proposal (UC Davis Campus only).

   • Complete Layoff/Reduction in Time proposal and have it signed electronically by your department head.
   • Calculate seniority of the employees in impacted positions. Refer to How to Calculate Seniority for guidance. 
   • If you propose an employee for layoff who has seniority over other employees, you must also provide:
     • Names of all less senior employees in the same payroll title
     • Justification for retaining a less senior employee
     • Position descriptions for employee proposed for layoff as well as for each employee who is less senior
   • Retain all paperwork associated with your decision-making process.

6. Wait for Employee & Labor Relations (ELR) to process the layoff proposal.

   • ELR reviews proposals for accuracy and compliance with policy and collective bargaining agreements.
   • ELR provides the final review and notifies your department by email if layoff is approved, providing information on accessing the layoff notice and severance election form for you to present to the employee(s) and union along with additional layoff packet information.
7. Refer to How to Implement a Layoff for next steps.

If you have questions, please contact Employee & Labor Relations at UC Davis or UC Davis Health.