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UNIVERSITY OF TENNESSEE SYSTEM POLICY
HUMAN RESOURCES

POLICY NO: HR0145 SUBJECT:  REDUCTION IN FORCE  
EFFECTIVE: 08/01/2006 REVISION NO: 5

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Related Policies Procedures

OBJECTIVE:

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To provide a consistent and equitable method of reducing the work force of staff employees as the result of reorganization, curtailment of operations, or lack of funds. This policy applies to staff; guidelines for faculty are found in the applicable faculty handbook.


POLICY:

When a campus or institute anticipates the need for reduction in force, the rationale and general plan for such a reduction must be explained in writing and approved by human resources, the chancellor or vice president, and the chief financial officer. Human resources, after consultation with the General Counsel's Office, will obtain the appropriate approvals.

At the departmental level, the proposed process for such a reduction must be explained in writing. Each department will consult with human resources as the process is being planned. Within each department affected, the functions that will be eliminated should be identified. Determination of which positions will be eliminated and which employees will be laid off should be based on the following factors: department or area, functions eliminated, job title, position title, continuous service date, and the employee's skills or competencies to accomplish the required work.

Prior to announcing any layoffs, specific plans for reduction in force must be reviewed and approved by human resources who will work with the General Counsel's Office as appropriate. Employees should be given as much written notice as possible prior to their termination date as is reasonable under the circumstances. Human resources shall make reasonable efforts to transfer affected employees to another department in which a vacancy exists for which they are qualified.

Positions eliminated by a reduction in force cannot be reinstated for one year after the layoff unless the employee laid off is offered the opportunity to be reinstated in the position.

All laid-off employees will be provided information on how to apply for vacant positions at the university and may elect to receive periodic notification of vacancies up to one year after lay-off at the location where they worked.

RELATED POLICIES
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PROCEDURES
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Knoxville:  http://hr.utk.edu/pro_reduction_force.shtml
Health Science Center:  http://www.uthsc.edu/policies/w932_document_list.php?app=HR
Space Institute:  http://personnel.utsi.edu/procedures/index.html
Chattanooga:  http://my.tennessee.edu/pls/portal/url/ITEM/65D00117549E1302E0440003BA562861
Martin: