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	SEIU Local 1000 UCSW (Site not responding. Last check: 2007-10-16)
		Whenever layoffs are necessary because of a lack of work or funds or in the interest of economy, the state may lay off employees pursuant to statutes (Government Code Sections 19997 – 19997.12), the union contract and Department of Personnel Administration (DPA) rules.
		To be considered for demotion instead of layoff, the employee must give the appointing power written notice of her or his election within five calendar days after receiving the layoff notice (GC 19997.8 and 19997.13).
		Layoffs are usually made in accordance with the relative seniority of the employees.
	www.seiu1000.org /onthejob/know_your_rights/kyr_layoff.cfm (1446 words)

	City of Seattle - Personnel Department - Layoff FAQs (Site not responding. Last check: 2007-10-16)
		Layoff is the discontinuation of employment and suspension of pay of any regular or probationary employee because of lack of work or lack of funds, or because reorganization has resulted in a duplication of positions or functions or has otherwise made a position unnecessary.
		It is the responsibility of the department head to notify an employee that he or she is at risk of layoff.
		A supplemental layoff may occur when an employee who is bumped from his or her position in a class has standing (i.e., has completed a probationary period) in a lower class in the same class series.
	www2.cityofseattle.net /personnel/transitions/faqs.asp (1140 words)

	Classified Non-Union Layoff Process Information (Site not responding. Last check: 2007-10-16)
		The "official" layoff process may identify an employment (job) option for permanent employees, but it is important to understand that the option is determined by matching job qualifications, not an individual's career goals or preferences.
		A person on the layoff list who refuses three offers of placement in jobs having the same salary range, per cent time and work shift as the position from which the individual was laid off, is removed from the layoff list.
		Removal from layoff lists for classifications other than the one from which the person was laid off, is on a list by list basis, and occurs after an individual has rejected one placement offer.
	www.washington.edu /admin/hr/pol.proc/layoff/cnu_info.html (1624 words)

	Mass Layoffs Summary
		Layoffs in the information technology-producing industries in the third quarter of 2006 were most numerous in computer hardware, with 3,035 separations, followed by communications services.
		Of the layoffs involving the movement of work, 63 percent of the events and 56 percent of the laid-off workers were from manufacturing industries during the third quarter of 2006.
		Size of Extended Layoff Layoff events during the third quarter continued to be concentrated at the lower end of the extended layoff-size spectrum, with 70 percent in- volving fewer than 150 workers.
	stats.bls.gov /news.release/mslo.nr0.htm (2584 words)

	National Layoff laws, regulations, analysis, news, and tools (Site not responding. Last check: 2007-10-16)
		Issues effecting layoffs in addition to unemployment compensation requirements include the possibility of discrimination suits, the notice requirements for and the cost of healthcare continuation coverage, and whether to provide outplacement services and/or severance pay.
		It is designed to give employees advance notice of the layoff in order to find another job, to seek retraining in a new occupation, and to give state dislocated-worker units adequate preparation to assist affected workers.
		Plant closings or layoffs that are the indirect result of a natural disaster are not covered by this exception, but may come under the unforeseen business circumstances exception.
	hr.blr.com /topic.cfm/topic/96/state/155/tab2/9999/sort/alpha (3648 words)

	Supervisors & Liaisons \| Layoff Instructions for Managers \| Human Resources
		A layoff notice (in the form of a letter) must be given to a classified employee when a position is being abolished; when a position is being reduced from full-time to part-time; and when a position is being increased from part-time to full-time.
		Prior to a layoff notice being given, the appointing authority is required to have an informational meeting with the employee.
		When the layoff letter is issued, please provide the Employment Services Office with a copy of the letter, a current performance evaluation for the employee, and a copy of the business plan for reorganization if that is the reason for layoff.
	www.colorado.edu /humres/policies/layoff.html?a=6 (452 words)

	OHR: Layoff
		A layoff (or reduction in force) is an action to reduce the number of employees in a work unit or at the University overall.
		When the department knows of the need for a layoff well in advance of the anticipated effective date, it is recommended that the department notify the employee informally and give the employee an opportunity to select when the official notification of layoff is given.
		State law requires the University to offer a salary to the layoff candidate who will be laid off or who has already been laid off equal to the rate of pay earned by the layoff candidate at the time of the layoff, given that sufficient funds are available.
	hr.unc.edu /Data/SPA/recruitment/layoff (2947 words)

	WVNET Classified Employee Layoff, Reassignment and Displacement Procedure
		For layoffs by classification for reason of lack of funds or work, or abolition of position or material changes in duties or organization and of recall of employees laid off, consideration shall be given to an employee's seniority as measured by permanent employment in the service of the state system of higher education.
		Impending layoffs are to be authorized through the Director or Director's designee regardless of the level or type of position.
		If reassignment attempts are unsuccessful, and layoff is imminent, the employee will be given the opportunity to displace a less senior employee in the same job title or any other equivalent or lower job title within WVNET for which the senior employee is minimally qualified, as described in Section 3 of this procedure.
	www.wvnet.edu /aboutwvnet/policies/internal_policies/layoff.html (2284 words)

	Layoff Assistance
		This exception applies to closings and layoffs that are caused by business circumstances that were not reasonably foreseeable at the time notice would otherwise have been required; and (3) Natural disaster.
		This applies where a closing or layoff is the direct result of a natural disaster, such as a flood, earthquake, drought or storm.
		The employer’s liability may be reduced by such items as wages paid by the employer to the employee during the period of the violation and voluntary and unconditional payments made by the employer to the employee.
	www.coworkforce.com /EMP/Layoffassistance.asp (2150 words)

	layoff
		Layoffs occur when regular staff positions are abolished or discontinued due to reduction or termination of funds, program or organizational changes, or lack of work.
		In cases where the layoff is caused by reduction of funds, the advanced notice may be less than 90 calendar days.
		An employee affected by a layoff may displace another employee with less seniority within their department under certain circumstances.
	wwwnew.towson.edu /adminfinance/hr/layoff.asp (288 words)

	UC Berkeley OHR: Layoff Information - Q & A
		However, usually the following is required: proposed layoff date, the reason for the layoff, budget information and other information used by management in reaching the decision, names, classification, seniority points for employees in the same classification, rationale for out-of-seniority layoffs, and "before" and "after" organization charts.
		Generally, a layoff is by seniority, which means that the least senior person (amount of service with the University) in the classification is laid off.
		Rationales for out-of-seniority layoffs should state that specific skills are required and why the senior person cannot acquire them in a reasonable amount of time.
	hrweb.berkeley.edu /layoff/dpfaq.htm (1135 words)

	Layoff - Wikipedia, the free encyclopedia
		A layoff is the termination of employment of an employee or (more commonly) a group of employees for business reasons, such as the decision that certain positions are no longer necessary.
		A layoff is typically driven by one of two forces.
		However, some layoffs occur even when management believes that revenue might actually go down: this usually occurs when there are other firms in the same industry who are performing better, or when a company needs to reduce excess capacity during times of lower volumes.
	en.wikipedia.org /wiki/Layoff (1600 words)

	Layoff - Employee Rights
		Under the WARN Act, your employer must continue to pay you and grant you the benefits to which you're entitled through your layoff notice period, whether or not your employer requires you to work through it.
		However, if you start a new job during your layoff notice period, under the WARN Act it's the same as resigning from your current job.
		The pay you'd receive through the end of your layoff notice period under the WARN Act is your regular pay, not severance pay by definition.
	employeeissues.com /layoff.htm (421 words)

	HR-117 Layoff \| Employment \| Policy Manual \| Human Resources \| University of Missouri
		Layoff is defined as the cessation of regular employment due to a permanent or temporary reduction in force.
		Employees laid off due to a reduction in force retain seniority accumulated to the date of layoff, for a period not to exceed one year.
		A regular employee who is laid off with a minimum of five (5) years of continuous service shall be placed on a layoff leave of absence for one year from the effective date of layoff.
	www.umsystem.edu /ums/departments/hr/manual/117.shtml (528 words)

	Layoff Policy - 1.35
		When an employee is removed from his or her position and is placed to a different position in a lower Pay Band in the same agency, or a change in the status of an employee's position from full-time to part-time status for these reasons.
		Leave without pay-layoff extends for 12 months from the layoff effective date, or until the employee recalled or otherwise achieves placement to a position that is in a Pay Band equal to or higher than that of the employee's former position, or resigns, whichever is sooner.
		Placement within the agency should take place on the date layoff would have become effective; however, agencies may determine that it is in the best interest of the employee and/or the agency to make placement effective prior to that date.
	www.dpt.state.va.us /hrpolicy/policy/LAYOFF.html (4207 words)

	Layoff
		A reduction of employment to the university workforce, or layoff, sometimes becomes necessary due to lack of funds, lack of work, or material changes in duties or organization.
		Official procedures for the employer to follow for employees at risk of layoff or actually on layoff may vary according to employee class and nature of the layoff.
		If you are faced with a layoff, you may be able to maintain some of your UW insurance and other benefit plans for an extended period.
	www.uwsa.edu /hr/benefits/lifevent/layoff.htm (237 words)

	Layoff
		The necessity for layoff of faculty unit employees shall be determined by the Employer on the basis of whether there exists, on a particular campus, a lack of work or lack of funds, or a programmatic change.
		In lieu of layoff, a tenured faculty unit employee who received a notice of layoff may request a temporary or permanent reassignment to another position on the campus for which he/she is qualified.
		In lieu of layoff, a probationary faculty unit employee who received a notice of layoff may request a temporary reassignment to another position on the campus for which he/she is qualified.
	www.fa.sjsu.edu /cba/38.htm (2490 words)

	Contract Classified Staff Layoff Information (Site not responding. Last check: 2007-10-16)
		Layoff refers to a position's elimination or involuntary reduction in the hours worked each week or number of months worked per year.
		The layoff process for a particular employee will follow the layoff requirements of the contract for the employee's bargaining unit.
		The HR Consultant calculates the employee's layoff seniority and determines the employee's rehire list(s) and employment options.
	www.washington.edu /admin/hr/pol.proc/layoff/cc_info.html (1358 words)

	Complete List of Layoff FAQs
		The employee on layoff has preference to positions within the same (or lower) percentage of time from that which they are laid off.
		Recall entitles layoff candidates to a position in the same classification, salary grade, and department, at the same or lesser percentage of time as the position held at the time of layoff.
		Answer - No. Layoff candidates have preference for any active and vacant career position at the same campus, salary grade or lower, and at the same or lesser percentage of time, provided the employee is qualified for the position.
	www.hr.ucdavis.edu /FAQS/Layoff/001 (1549 words)

	DPA - Statutory Appeals - Layoff
		Appeal of Layoff or Demotion in Lieu of Layoff
		An employee may appeal to DPA after receiving a notice of layoff on the grounds that the layoff, demotion in lieu of layoff, or transfer was not made in good faith or was otherwise improper.
		For employees compensated on a monthly basis, notice of the layoff and the reasons therefore must be given in writing 30 days prior to the layoff but not more than 60 days after the date of the seniority credit computation (Government Code section 19997.13).
	www.dpa.ca.gov /appeals/layoff.htm (583 words)

	Downsizing And Organizational Culture (via CobWeb/3.1 planetlab2.cs.unc.edu) (Site not responding. Last check: 2007-10-16)
		Brockner and colleagues have studied the "fairness" of layoffs from a procedural justice perspective and have shown a link between perceived fairness of the layoffs and survivor commitment to the organization (e.g., Brockner et al, 1994).
		Organizations such as IBM and Digital Equipment which have traditionally had a policy of averting layoffs are likely to be perceived by employees as violating the psychological contract and therefore as more unfair when they do resort to layoffs.
		For organizations, particularly the IBM’s and Digital Equipment’s of the world which long resisted layoffs, it is hard to image that the organizations or their cultures have remained anything close to intact.
	www.pamij.com.cob-web.org:8888 /hickok.html (5580 words)

	Layoff or Non-Renewal
		An important decision to make regarding layoff or non-renewal is whether or not to choose the option to participate in the layoff or non-renewal programs.
		Eligibility for the layoff or non-renewal programs varies depending upon the employee group to which you belong.
		In addition, an employee who elects a layoff severance or non-renewal package agrees not to reapply for or be rehired for University employment for a period of time equal to the number of weeks of severance paid, beginning on the first day of non-employment..
	www1.umn.edu /ohr/benefits/layoff/index.html (434 words)

	4.24 Layoff
		Layoff, or the elimination of a position, can occur when there is a lack of available funding or work, a reduction in the size of the work force, a reorganization, or other changes in the workplace which impact staffing needs.
		The purpose of the Layoff Policy is to recognize the service that affected employees have provided to the University and to provide some financial cushion when employment is terminated.
		If an employee who received a notice of layoff refuses an offer of transfer to a position that is comparable in rank and/or pay, the refusal is considered a voluntary resignation and the employee is not eligible for severance pay.
	www.princeton.edu /hr/policies/termination/424.htm (1221 words)

	Compliance Assistance Employment Law Guide - Plant Closings and Mass Layoffs
		Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.
		A covered plant closing occurs when a facility or operating unit is shut down for more than six months, or when 50 or more employees lose their jobs during any 30‑day period at a single site of employment.
		A covered mass layoff occurs when a layoff of six months or longer affects either 500 or more workers or at least 33 percent of the employer's workforce when the layoff affects between 50 and 499 workers.
	www.dol.gov /asp/programs/guide/layoffs.htm (744 words)

	Guidelines for Managing Employment Issues - Layoff Decision Making
		The decisions about whether layoffs are necessary, where staffing reductions will occur, and what classifications will be affected belong to management and will be made after careful analysis of the work to be done and current organizational structure.
		Once the classifications for layoff have been designated, selection of individuals for layoff within those classifications will be done in accordance with labor agreements and Personnel Policies for Staff Members (PPSM), all of which provide procedures for layoff, including selection for layoff and notification procedures.
		Please note: in the event a layoff is effected, it would be inappropriate to hire a student into the same job previously held by the laid off career employee.
	shr.ucsc.edu /topics/employment-services/guidelines_employment-issues/layoff_decision-making.htm (217 words)

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