In other words, the individual may have three options:

• Accept the layoff and request reemployment rights
• "Bump" into a classification lower in the same series (e.g. from a Clerk III to a Clerk II or Clerk I) within the designated layoff unit
• Or, if there is no classification lower in the same series, "bump" into a classification previously held within the designated layoff unit

If the impacted employee is unable to be placed through the bumping process, the employee will be subject to layoff. 

Layoff Notice

In most cases, a supervisor and/or local HR professional will notify you that your Merit position will be eliminated. They will work with University Human Resources to provide information related to the timeline for your layoff, your rights and responsibilities as a Merit System employee, and additional support resources.

Per the Merit System Rules, any permanent Merit System employee affected by a reduction in force will receive a written notification of the layoff at least 28 days prior to the effective date of the layoff, unless budgetary limitations require a lesser period of notice.

Layoff Meeting

Talent Acquisition staff at University Human Resources will receive a copy of your layoff notification. A representative of Talent Acquisition will meet with you to review the layoff process and the options available to you. You'll receive information about:

• Regents Merit System Rules and how they apply to your specific situation 
• Programs that can help you find a new position
• Personal and job-search resources including the Employee Assistance Program and Career Development Advising Services
• Reemployment rights 

During Your Layoff Notice Period

During the days or weeks prior to your layoff effective date—the day your job ends—you'll continue to work (unless you've made other arrangements with your unit). In circumstances where your original work assignment is no longer available, you may be reassigned to other work assignments.  

You'll be encouraged to schedule appointments with appropriate offices to help you with your transition during this period. You should work with your supervisor to adjust your work schedule as appropriate. The recommended appointments and available resources will be shared in more detail with you during the initial notice meeting. Talent Acquisition will be available to assist you in the job search process. 

As your layoff date nears, you should expect to begin an exit process that may include an exit interview; return of work items, keys, uniforms, etc.; cancellation of parking; and finalizing time sheets, etc.

Securing a New Position

Should you identify a position for which you “bump” into or secure another position on campus, you will coordinate with your current and new supervisors or HR representatives to determine a mutually agreed upon effective date and begin the transition from your current position to the new position.

Upon Layoff

If you accept layoff or are unable to obtain another university position before the effective date for your layoff, the effective date will be your last day of employment. You will retain reemployment rights to any previously held Merit classifications for one year from the effective date of your layoff. 

To exercise your reemployment rights, you will monitor and identify an advertised position for which you are eligible and notify Talent Acquisition during the initial advertising period of your desire to exercise your reemployment rights. Reemployment rights allow for:

• Reinstatement of pay at a rate no greater than what was last paid if the rate is between the minimum and maximum of the pay grade
• Reinstatement of your previous vacation and sick leave accrual rates
• Restoration of your seniority date to the date that was in effect prior to termination
• Reinstatement of your previous permanent status, benefit eligibility date, and retirement eligibility date
• Reinstatement of priority eligibility for parking, athletic tickets, and any other benefits you had at the time of termination