Employee and Labor Relations

Campus Address
121-20 USB
Mailing Address

121 University Services Building, Suite 20
Iowa City, IA 52242-1911
United States

The layoff process can be difficult to navigate, especially during stressful times. Timely access to reliable information and useful resources are essential as you work through the process and prepare for your future. 

The information presented here offers guidance for anyone who's received a layoff notice. It can help you learn what to expect, understand implications for benefits, prepare to secure a new position, deal with emotional fallout, and more.

Five Things to Do First

If you've received a layoff, take these five steps right away. Even if you don't have time to read all the material presented on this site—or don't feel like it immediately—address the following:

  1. Know your rights and responsibilities. Review information specific to your job classification and ask questions of your supervisor or local HR professional.
  2. Learn what happens to your benefits. Some important deadlines can affect your health insurance or retirement accounts.
  3. Review your paycheck for automatic payroll-deduction items. Cancel any you no longer need by contacting specific departments on campus (e.g. Parking to cancel a parking deduction).
  4. Connect with Iowa Workforce Development to get information about unemployment insurance benefits.
  5. Think about contacting the Employee Assistance Program to visit with a counselor. EAP provides free and confidential counseling for you and your family members, and can make a referral for free financial counseling consultation.

Layoff Processes

Review the policies that apply to your appointment type and get an overview of the process. 

Finding a New Job

Learn about the job-search and professional-development resources available to you as a UI employee.

Benefits and Pay

Explore your options for maintaining insurance, managing retirement accounts, and more.

Coping Resources

Find advice and connections that can help you and your family manage loss, change, and uncertainty.

Frequently Asked Questions

For probationary staff hired into a regular position on or before July 1, 2022, you will be moved to career status unless the department determines more time is needed to assess performance in the role. Probationary staff hired after July 1, 2022 will remain in probationary status with the expectation that they will move to career status after one year unless the department determines more time is needed to assess performance in the role.

The layoff notice period will be honored through June 30, 2025.

Staff who are laid off prior to June 30, 2025 will have the same notice period they would have had before the policy changes. Staff laid off on or after July 1, 2025 will use the new notice periods.

Find Layoff program resources at Furlough Policies and Notice Periods for Professional and Scientific Staff. You may also contact Compensation and Classification for assistance.

No, the layoff notice period will be based on hire date. You will be required to serve a probationary period unless the department requests to waive the requirement.

University Human Resources reviewed the P&S policy with the intent to be consistent, transparent, easier to understand, and to align with our external peers. The changes will create efficiencies, remove potential barriers to transfers, and improve understanding for the layoff program.

No, career status will remain unless someone transfers into a specified term position. The layoff notice period will be the same for probationary, specified term, and career status employees, and will be based on the hire date.

A “furlough” will be used to reference a short-term or sporadic period of unpaid days off. A “layoff” will be used to reference the elimination of a position or a reduction in the percentage of appointment.

Temporary P&S staff may work up to 1,560 hours (75% time) per fiscal year for an indefinite period of time. If the temporary P&S staff is expected to exceed 1,560 hours for two consecutive fiscal years and the position continues to be needed, then an affirmative action search must be completed as soon as possible and completed prior to the end of the second fiscal year.