Your layoff considerations will consist of the following during your notice period and for 12 months following termination:

• Participation in the Layoff Networking Program
• Inclusion in the Resume Job Pool
• Ability to utilize the Employee Assistance Program (EAP) for up to three months following termination
• Ability to utilize Career Development Advising Services

Laid-off employees will be offered interviews for positions which meet the following requirements/processes, including internal searches:

• Positions at their current pay level or below.
• Positions for which they meet the required qualifications.
• Layoff Networking Program may be utilized by staff and departments both prior to and during the advertising processes.

Staff should contact Compensation and Classification at comp-class@uiowa.edu if they want to initiate layoff interview priority for Jobs@UIowa listings. Once this option is requested and initiated, layoff interview priority will be applied to all P&S requisitions applied for, provided they meet the above requirements.

Staff may also request to make their resumes/CVs available to UI recruiters. This is a separate option from requesting layoff interview priority. Departments finding a qualified applicant prior to or during the advertisement of their position on Jobs@UIowa may utilize the Layoff Networking Program to interview and hire the laid-off employee. If the hiring department would like to interview the laid-off employee, the department will be responsible for scheduling an interview. Making your resume/CV available will require you to contact Compensation and Classification at comp-class@uiowa.edu to request this option.

When you begin searching for a new position, you will need to review the available jobs at Jobs@UIowa. You will be able to exercise interview priority for vacant P&S positions at your current pay level or below, including internal searches, during your layoff notice period. If you are unable to secure a position before the end of your layoff notice period and are terminated, you will be able to continue to exercise interview priority for vacant positions for an additional 12 months.

To apply for an open position, you will need to create a general Jobs@UIowa profile. Once you have created your profile and would like to begin applying for open positions you will first need to:

• Alert Compensation and Classification through comp-class@uiowa.edu if you would like to begin exercising interview priority.
• After your layoff status has been verified by Compensation and Classification, the interview priority will apply for all future requisitions to which you apply that are at your pay level or below. 
• Staff who do not invoke layoff priority prior to or at the time of application will be ineligible for layoff priority status for the vacant position.

The hiring department recruiter will determine whether the layoff applicant meets the advertised qualifications. The interview process for the position will be the same for all applicants. Hiring departments will interview qualified applicants, including layoff applicants, unless the recruitment is canceled or placed on hold. If you have reason to believe your disqualification is related to your status in a protected class, please contact the Office of Institutional Equity at diversity@uiowa.edu.

P&S staff who have been laid off shall be appointed or transferred or to the new position with the appropriate status based on the designation of the position. The length of the probationary period or specified term duration will follow standard processes.

Laid-off staff returning within 12 months from the date of termination, the university will:

• Have sick leave reinstated. Vacation will have been paid out and will not be reinstated, nor can it be purchased back.
• Adjust the company seniority date back to the date that was in effect at the time of termination.
• Reinstate the benefit eligibility and retirement eligibility dates back to the date that was in effect at the time of termination.
• Reinstate priority eligibility for parking, athletic tickets, and any other benefits that the employee had at the time of termination.