Human Resource Services

Reorganization and Layoffs


Services available for university faculty and staff impacted by layoffs

A web site has been created with critical information related to the decisions that have been made at the university, how the layoff process works, and the available services for impacted employees.

Layoff process (Regulation 6C1-1.017, FAC)

A layoff is defined as a termination of employment due to abolishment of positions that may be caused by:

  • Shortage of funds
  • Reorganization of unit, responsibilities, and/or workload
  • Curtailment of one or more programs or functions
  • Reallocation of Resources

Questions relating to the layoff process should be directed to the appropriate Human Resource Services Satellite Office. The layoff of an employee is a serious action that has significant impact on an employee. Therefore, it is imperative that due process and proper procedures are followed. Your employee relations representative must be contacted for assistance with the planning process.

USPS

A minimum 45 calendar-day notification must be provided to a prospective layoff employee. Prior to the notification period the layoff must be approved through Human Resource Services.

A USPS employee with permanent status in any USPS classification have extensive rights relative to layoff. These rights, in turn, can affect other employees and/or positions, either in the same or different department, college, or vice-presidential area.

These extensive rights include rights to vacant positions in which the USPS employee has previously held permanent status, or those positions which are demotions or reassignments in the same series from their permanently held classifications. The USPS employee layoff rights also include displacement, and recall. Under recall status, a USPS employee who has been laid off shall be offered reemployment when a vacancy occurs in the classification or layoff unit from which the employee was laid off, as long as the employee meets the appropriate qualifications of the position. Should the USPS employee deny the opportunity to interview while they are in either layoff or recall status, they may forfeit their layoff or recall rights.

A USPS employee who has been appointed to time-limited or temporary position is not eligible for the layoff process.

TEAMS

TEAMS employees must be provided with a minimum of 45 calendar-day notice. Prior to the notification period, the layoff must be approved through Human Resource Services.

TEAMS employees do not have the rights to vacant positions, displacement, or recall status. However, TEAMS employees shall be referred to vacant positions for which they have applied and have met the required qualifications.

TEAMS employees who are appointed on a time-limited or temporary contract are not eligible for layoff.

Rights of Appeal

Employees who have been issued final layoff letters may be eligible to appeal their layoffs to an independent arbitrator.

The university seeks to ensure each disciplinary action is taken with just cause. A TEAMS employee who has successfully completed his or her probationary period, or a USPS employee who is not currently in a probationary status, may be eligible to appeal the action to an independent arbitrator. Appealable action may include:

  • Suspension
  • Dismissal
  • Layoff
  • Demotion with reduction in pay
  • Job abandonment
  • Reduction in pay

Employees will be provided with notice of appeal rights, as well as any appeal forms which should be completed, should an appealable action affect them.