Re-employment Policies for Non-Probationary, Regular Employees. Eligibility for Re-employment.
Employees shown to have below satisfactory job performance will not be
eligible for coverage under this reduction-in-force policy.
A regular employee, not on original probation, shall be eligible
for re-employment to the position previously held (or to a position in
the same department at a classification comparable to or lower than
that formerly held), provided the employee is qualified for the
position should a vacancy occur in the twelve-month period after
separation. The twelve-month period shall begin the day the
reduction-in-force is effective.
Eligibility for employment in another position begins on the date
the employee receives written notification of the reduction-in-force.
Employees will be eligible for reemployment in reverse order of
layoff. Those desiring to be re-employed shall, following notification
by UNK of the availability of a position, notify the department in
writing of the acceptance or refusal of the position within three
workdays.
Employees reduced-in-force may apply for all externally advertised positions and for those open only to University employees.
Layoff Pool.
Employees who are a part of a reduction-in-force and who express
interest in re-employment will be placed in a layoff pool by Human
Resources once they complete an on-line application. They will remain
in the pool for twelve months after the date of separation. As
vacancies occur, hiring authorities are expected to review qualified
applicants from persons in the pool prior to filling positions.
Employees who were part of the reduction-in-force are expected to
indicate their interest in a position by applying for it on-line. Human
Resources will assist departments in identifying qualified applicants
from the layoff pool.
Response to Offers of Re-employment. A reduction-in-force employee who declines re-employment in the position previously held or a comparable one will forfeit any reemployment right.
A reduction-in-force employee who declines
re-employment in a position at a classification lower than that
previously held shall retain eligibility for re-employment, should a
vacancy occur within twelve months after layoff.
A reduction-in-force employee who accepts employment in a position
at a classification comparable to that previously held will forfeit any
further re-employment right.
A reduction-in-force employee who accepts employment in a position
at a classification lower than that previously held shall retain
eligibility for reemployment at a classification equal to the
previously held position, should such a vacancy occur within twelve
months after layoff.
A reduction-in-force employee who does not respond within three
working days to an offer of re-employment will forfeit all reemployment
rights.
Pay and Benefits for Those Re-employed.
Reduction-in-force employees shall be considered separated from UNK for
pay purposes but, if they are re employed at UNK within twelve months,
the service date will be readjusted. Upon employment,
reduction-in-force employees will be treated as new employees for pay
purposes. Re-employed RIF employees will be required to serve a new
original probationary period.