Classified Displacement Process Resulting from Reduction in Force

Formal notice will be given, on or about May 1, 2009, to all classified employees who hold a position that will be abolished. Retention points of all classified employees will be posted at that time. The following outlines the process and rights of classified employees facing displacement:
 

1. Displacement rights are only available within the employee's layoff jurisdiction (Each campus is treated as a separate layoff jurisdiction).

2. Employees will have five (5) calendar days from receipt of the notice of displacement to notify University Human Resources, in writing, of their intention to exercise displacement rights. 

3. Employees shall only have the right to displace employees with the fewest retention points in the following order:

a. Within their classification

i   Employee may fill available vacancy in their classification.
ii  If no vacancy, may displace the person in his or her classification with the fewest retention points. 

 b.  Within their classification series

i) Employee may fill available vacancy in the classification series.  (If  employee fills an available vacancy in the classification series, which is considered a reduction, that employee's pay is maintained in the lower classification)

ii) If no vacancy, may displace the employee with the fewest retention points in the next lower and, then, successively lower classifications within the series until the employee with the fewest retention points in the lowest classification of the series has been reached and, if necessary, laid off.

 c.      Any classification the employee held within the last three (3) years.

i)   Employee may fill available vacancy

ii)  If no vacancy, employee may displace the employee with the fewest retention points in the classification the laid off or displaced employee held immediately prior to his or her current classification, provided the classification is lower or equivalent and all of the following:

• Employee held prior classification in past three years
• Employee still meets minimum qualifications, and
• Employee completed original probationary period 

4. An employee shall not displace an employee whose position or classification requires special minimum qualifications unless the employee desiring to displace has the minimum    qualifications.

5. The pay range following displacement shall be the pay range assigned to the classification into which the employee displaced to. The rate of pay shall be in the pay range assigned to the new classification which is equivalent or nearest to, but not exceeding, the rate the    employee was paid in the employee's prior classification.