8-B18 - REDUCTION IN FORCE

1803 CORRECTIVE ACTIONS 1803.1 If the President, or the President's designee, finds that preparations for a reduction in force are contrary to the provisions of this chapter or would result in violation of employee rights under the law or a collective bargaining agreement, he or …

1804 RESERVED

1805 RETENTION STANDING 1805.1 The retention standing of an employee shall determine whether an employee is entitled to compete with other employees for employment retention (and, if so, with whom) and whether the employee is retained or released. 1805.2 The retention standing of…

1806 WORK UNITS 1806.1 Employees in a work unit shall not compete with employees in another work unit. 1806.2 Positions funded by a particular grant or specific contract with an outside agency or contractor shall be treated as belonging to a separate work unit. 1806.3 In addition…

1807 COMPETITIVE LEVELS 1807.1 The President and each vice president shall determine the positions which comprise the competitive level in which employees shall compete with each other for retention. 1807.2 Assignment to a competitive level shall be based upon the employee's posi…

1808 RETENTION REGISTER 1808.1 A retention register shall be established in every reduction in force whenever a competing employee is released from his or her competitive level, even when no separation occurs. 1808.2 A separate retention register shall be prepared for each compet…

1809 RETENTION STANDING: TENURE GROUPS 1809.1 The name of each competing employee shall be listed on the retention register in the order of his or her retention standing. 1809.2 Competing employees shall be categorized on a retention register in the groups listed in §1809.4 on th…

1810 RETENTION STANDING: LENGTH OF SERVICE 1810.1 Creditable service In determining length of service shall include all federal, District government, and military service otherwise creditable for Civil Service retirement purposes. Creditable service shall be determined in accorda…

1811 RETENTION STANDING: VETERANS PREFERENCE 1811.1 Veterans preference eligibility shall be determined in accordance with applicable federal law and regulations. 1811.2 A retired member of a military service shall be considered a preference eligible under this chapter only if he…

1812 EFFECTIVE DATE OF RETENTION STANDING 1812.1 The retention standing of each employee released from his or her competitive level shall be determined as of the date of release. 1812.2 When the University discovers an error in the determination of an employee's retention standin…

1813 RECORDS 1813.1 The University shall maintain the current, correct records needed to determine the retention standing of competing employees. 1813.2 The University shall allow inspection of retention registers and related records by the following: (a) A representative of a la…

1814 RESERVED

1815 RELEASE FROM COMPETITIVE LEVEL 1815.1 A competing employee shall not be released from a competitive level while either of the following is retained in that level: (a) An employee with a specifically limited temporary appointment; or (b) An employee with a specifically limite…

1816 MANDATORY EXCEPTIONS 1816.1 When employees are released from their competitive levels under §1815, the special retention preferences outlined in this section shall be applicable. 1816.2 Preference eligible employees entitled to retention for one (1) year after restoration un…

1817 SALARY RETENTION 1817.1 An employee who is placed in a lower grade/level position as a result of a reduction in force shall continue to receive his or her current rate of pay for one (1) year. 1817.2 After the expiration of the salary retention period under §1817.1, the sala…

1818 NOTICE TO EMPLOYEES 1818.1 Each competing employee selected for release from his or her competitive level under this chapter shall be entitled to written notice of not less than thirty (30) full calendar days before the effective date of the employee's release. 1818.2 A noti…

1819 CONTENT AND DELIVERY OF REDUCTION IN FORCE NOTICE 1819.1 Each reduction in force notice shall state the following: (a) The action to be taken and its effective date; (b) The employee's work unit, competitive level , tenure group, and service date; (c) The place where the emp…

1820 REEMPLOYMENT PRIORITY PROGRAM 1820.1 The University shall establish and maintain a reemployment priority list for each work unit in which it separates employees. The provisions of this section shall not apply to employees in work units established for grants and positions fu…

1821 APPOINTMENT FROM AGENCY REEMPLOYMENT PRIORITY LIST 1821.1 When a qualified person is available on the agency reemployment priority list, an Educational Service position shall not be filled by the following: (a) A new appointment; or (b) Reemployment of a person not on the ag…

1822 RESERVED

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1825 APPEAL OF REDUCTION IN FORCE ACTIONS 1825.1 An employee who has received notice of release from a classified position through a reduction in force action may file a written request for review with the President. 1825.2 The request for review shall be filed within ten (10) ca…

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1830 UNIVERSITY-WIDE FURLOUGH 1830.1 The President may conduct a University-wide furlough when the President determines that it is required for budgetary reasons. 1830.2 University-wide furloughs shall not exceed seventy-two (72) hours in a leave year without prior approval by th…

1831 SCHEDULING A UNIVERSITY-WIDE FURLOUGH 1831.1 Except in the case of any part-time employee, who shall have furlough hours prorated, each employee in the competitive area is to be scheduled for the same number of furlough hours. 1831.2 Furlough dates shall be scheduled in full…

1832 FURLOUGH NOTICES 1832.1 Each employee to be furloughed shall be entitled to written notice at least thirty (30) calendar days before the employee's first furlough date. 1832.2 In counting the thirty (30) day minimum notice period, the day the employee receives the notice sha…

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