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LHR HOME > Library HR > Library Staff Manual > Reduction in Force Reduction in Force [SPG 201.72] revised 12/05  POLICY
When staff members become candidates for Reduction in Force status within their units, the Library's immediate goal is to place as many such employees as possible (in all regular job families) into vacant positions in the Library system before formal notices of layoff would be issued. In examining the suitability of a RIF candidate for a vacant position, Library Human Resources and the appropriate Associate University Librarian try to determine a match between the employee's qualifications and the particular body of knowledge, skills, and experience required for the position. The job description and selection criteria offer guidance in this regard, as do the employee's own credentials, merit review ratings, annual performance appraisals, and other evaluative statements in his/her personnel file. Special attention is given to expertise that might be applicable to positions within the employee's unit cluster. (See explanation and list of unit clusters below.) For example, a RIF candidate who is employed in the Medical Library might be especially suited to fill a vacancy in the Dentistry Library. Attention is also given to qualities that are valuable in several unit clusters -- for example, bibliographic searching skills -- thus broadening the possibility of reassignment. In all cases, RIF candidates should participate in this reassignment search, since experienced employees are often their own best judges and spokespersons. They should therefore apply on their own initiative for attractive, suitable positions in any part of the Library system. When it is impossible to vacate through transfers all positions targeted for RIF elimination, some regular employees must be laid off. Within unit clusters, the order of reduction will begin with the staff member with the least seniority in the affected classification or rank, except that the Library may retain employees, irrespective of seniority, who possess the necessary skills, knowledge and abilities to perform the available work which are not possessed to the same degree by other employees in the same classification or rank. In all cases, there shall be no discrimination on the basis of race, sex, age, color, religion, creed, national origin, ancestry, handicap, marital status, Vietnam era Veterans status, height, weight, or sexual orientation, nor shall individual salaries or eligibility for retirement be criteria for determining who will be removed from a position. Because all RIF candidates are subject to recall to service, only those employees who are in good standing may be laid off. Staff members whose performance is inadequate are channeled through the usual disciplinary and (if necessary) discharge procedures. When an individual who is designated for lay-off or laid off accepts an offer of regular employment at the Library, the initial 90 days of employment in the new position will be a mutual assessment period. Supervisors will assess the staff member's work performance to determine whether to continue employment. If employment is not continued or if the staff member considers the new employment to be unsatisfactory, the staff member returns to lay-off status. Neither the Library nor the staff member has an obligation to continue employment through the mutual assessment period. The Library administration attempts to give six months' notice to librarians before their RIF positions are eliminated. It also provides the required notification period for members of the support staff (after the Vice President for Academic Affairs has approved such action, in the case of support staff members with ten or more years of continuous service). The University Reduction in Force policy (SPG 201.72) must be reviewed for additional pertinent information before any RIF action is taken. UNIT CLUSTERS
Unit clusters are administrative groupings of Library units. They help guide both reassignment and layoff decisions regarding RIF candidates.
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