Reduction in Force and Reassignment Process for SEIU Covered Staff

The following information is provided by the University of Iowa's Human Resources department; please refer to Article XVII of the collective bargaining agreement negotiated between the Board of Regents, State of Iowa, and SEIU Local 199 (CBA) to view the actual contract provisions.

Each individual clinical unit will determine the staffing levels it must maintain. Once it has been determined which classifications must be reduced and the number of positions to be reduced in each classification, the affected individuals will be identified.

The clinical unit identifies the least senior member of classification in clinical unit:

  1. Seniority may be excepted as necessary to retain employees with special skills, training, and abilities.
  2. If least senior has less than one (1) year of seniority, Employer may terminate without invoking layoff process.

Notice periods are based on seniority. They may not apply if notice of such duration would seriously impair the financial integrity of a major administrative unit.

  1. Less than one (1) year seniority: at least thirty (30) days
  2. At least one (1) year seniority: at least sixty (60) day
  3. At least four (4) years seniority: at least ninety (90) days
  4. At least eight (8) years seniority: at least one-hundred & twenty (120) days

Options available to employees with at least one year of seniority in lieu of layoff during notice period:

  1. Employees have priority status to vacant bargaining unit positions in the current classification for which they are qualified.
  2. Employees have priority status to vacant bargaining unit positions in a previously held classification for which they are qualified. Employee’s rate of pay may not exceed maximum for the classification.
  3. Employees have priority status to bargaining unit positions for which they are qualified and which are at the same or lower paygrade.  Employee's rate of pay may not exceed maximum for the classification.
  4. Employees may displace the least senior employee in their classification in another clinical unit, or in another classification which the employee has formerly occupied:
  • Employee notifies management (Josey Bathke, Director of Employee and Labor Relations in UI Human Resources) in writing within ten (10) calendar days after receiving notice of layoff;
  • The displaced employee has less than one (1) year of seniority;
  • The senior employee is fully qualified for the position;
  • Current position is not a grant-funded research position.

Recall:

  • Laid off employees shall have their names placed on a recall list for the classification from which they were laid off and any previously held classifications for one (1) year.
  • Employees who accept temporary work shall remain on the recall list.
  • When there is a vacancy, employees in the clinical unit may exercise their transfer rights prior to the laid off employee's exercise of recall rights.
  • When Employer fills a position from the recall list, the position is offered to employees on the recall list in order of seniority.
  • Employees must notify Employer of acceptance of recall within seven (7) calendar days. Failure to accept a recall to a position offered shall negate any further rights.
  • Recall rights continue for one year if recalled to a different classification than that from which laid off or at a lesser FTE than that from which laid off.

 

Employee and Labor Relations

Campus address
121-20 USB
U.S. mailing address
The University of Iowa
121 University Services Bldg., Suite 20
Iowa City, IA 52242-1911
Phone
319-335-0052
FAX
319-353-2384
TTY
319-335-3495