VII-1.30(A)

UMB Policy/Guidelines/Procedures for Layoff

Human Resources

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Responsible VP/AVP

Dawn M. Rhodes, DBA, MBA

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Policy Statement

1. To initiate a layoff, the department should complete and send a request for layoff form to the designated Employee and Labor Relations Specialist, outlining the affected job titles and the reason for the layoff. Employee and Labor Relations will verify the appropriate employees to be affected and after review with the department, will proceed to request approval from the President and or designee. Procedure and forms for requesting layoff may be found under "Procedures for Requesting Layoff" at 

https://www.umaryland.edu/hrs/forms/employee-and-labor-relations-forms/.

2. When several categories of employees are paid from the same revenue source, the following is the order of release and layoff at UMB:

a. If and When Needed employees (Contingent Category I)

b. Temporary employees

c. Contingent Category II Employees

d. Regular employees

3. All layoff requests are thoroughly reviewed by representatives from Employee/Labor Relations and University Counsel. Upon review by this group recommended layoffs are then forwarded for the approval of the President or designee. Sufficient lead-time for this review process should be allowed.

4. Upon approval of the President or designee, Employee and Labor Relations will notify the department and provide additional information in order to proceed with the layoff.

5. For employees who are included in a recognized bargaining unit and subject to a Memorandum of Understanding (MOU), the University will notify the exclusive bargaining representative in accordance with the terms of the applicable MOU,

6. Generally, the steps involved in the layoff and/or outplacement process are:

a. Consultation for Supervisors with the Director or designee for Employee and Labor Relations

b. Consultation for laid off employee(s) with Talent Recruitment, on reinstatement/ options; and career options.

c. Consultation for laid off employee(s) with a Benefits Specialist on benefits options.

7. Official notification is initiated once the President/or designee has approved the layoff request and the exclusive bargaining unit (where applicable) has been notified of the layoff of a nonexempt employee. The notice period does not become effective until the employee has received official notification. All laid off employees are entitled to a minimum 90-day notice, except for layoffs that are due to reduction or termination of funds as set forth in Section 3.D. of USM – VII-1.32 and applicable MOU.

8. During the notice period the affected employee is not required to use annual or accrued holiday leave but the employee may be required to use holidays that occur during that 90-day notice period. All accrued holiday and annual leave is paid out upon termination. Based on policy, accrued sick and personal leave are not paid out.

9. During the notice period, the employee is required to continue working unless an exception is granted by the President or designee.

Questions should be directed to the Office of Human Resources, Employee and Labor Relations Department at  (410)706- 7302.