Support for Employees
Transitioning to Layoff Status
University of California, San Francisco
Table of Contents
Severance Options 4
Severance Amount by Employee Group 5
Severance Estimate Example 6
Your Layoff and Re-Employment Rights – FAQs 7
Unemployment Benefits 10
Retirement Plan Options and Decisions 11
Insurance Options and Decisions 14
Outplacement Services 16
Managing the Stress of Layoff and Unemployment 17
Employee Separation Checklist 19
Resource List 20
A layoff or termination of appointment is a difficult event for all. This package of information is
designed to assist you with the process. It is not intended to be a substitute for the layoff
provisions contained in personnel policies and collective bargaining agreements. Be assured
that all applicable personnel policies and collective bargaining agreements. Be assured that all
applicable personnel policies and collective bargaining agreements are carefully reviewed prior
to initiation of layoff procedures.
We understand that you will need to make important decisions over the next several weeks that
will affect you and your family members. This information packet should include answers to
most of your questions and enable you to make fully informed choices.
Please read the information carefully and contact your Human Resources representative if you
have any questions.
Professional and support staff (PSS) as well as represented staff that has been laid off
indefinitely or whose time has been reduced indefinitely shall have the option of severance pay
in lieu of preference for re-employment and the right to recall.
This option does not apply to Managers, Senior Professionals, or Senior Manages (MSP or
SMG) for whom there are no layoff provisions. It also does not apply to career employees who
are in their probationary period.
When an employee elects severance pay in lieu of preference for re-employment and the right
to recall, the following guidelines apply:
Payment Schedule: The employee shall be paid a lump sum amount of one week (5 workdays)
of salary for each full year of service from the most recent break in service up to a maximum of
16 weeks of base pay.
An employee whose time has been reduced indefinitely and who elects severance pay in lieu of
preference for re-employment and the right to recall shall receive severance pay for the percent
of time reduced in accordance with the payment schedule.
Repayment: An employee who has received severance pay under this policy and who returns
to work in a career position with the University at the same or higher salary and at the same
percentage of time as the position held at the time of layoff shall repay to the University any
portion of severance pay received that is in excess of the time the employee was on layoff
Staff covered by a union should refer to their collective bargaining agreement to determine if
severance pay is applicable.
Employees in Manager, Senior Professional, or Senior Manager positions who want to receive
severance pay or termination assistance, following notice of appointment termination, must sign
a release of claims. Generally, such release is provided in a Separation Agreement and must
be approved by the Chancellor or her designee.
Severance Amount by Employee Group
Employee Group Severance Pay Service* Maximum
Rate ($) (length of Severance
Employees covered by
policy: 1 week pay Per full year of Up to 16 weeks
(Management and Senior 1 month pay Each completed Up to 6 months
Professional Staff / MSP 1-VII year of continuous
and Non-Senate Academics) service
(Coalition of University 1 week pay Per full year of Up to 16 weeks
Employees) - clerical and service
Allied Services (CX) Unit
(University Professional & 1 week pay Per full year of Up to 16 weeks
Technical Employees) – service
Professionals (RX) and
Technical (TX) Units
(American Federation of State
& County Municipal
Employees) – Service (SX)
Less than 5 years
Less than 5 full years service 2 weeks pay service 2 weeks
______________________ ______________ _______________ _______________
5 or more full years service 5 weeks pay + 1
week for each 5 or more years Up to 16 weeks
additional full year of service
Severance Estimate Example - PSS
Employee Name : Joe Goode
Payroll Title : Administrative Analyst
Appointment Percentage : 100%
Layoff Unit : Human Resources
Employee Group : Unrepresented
Most Recent Hire Date : 01/01/02
Layoff Effective Date : 02/28/09
Years of University Service : 7 Years
Weeks of Severance Pay : 7 Weeks
Annual Salary : $75,000
Base Severance Amount (weekly) : $1,436.78
Total Estimated Severance Amount : $10,057
An employee who elects severance pay in lieu of preference for re-employment and the right to
recall shall be paid a lump sum of one week (5 workdays) of salary for each full year of service
from the most recent break in service, up to a maximum of 16 weeks of base pay.
Your Layoff and Re-employment Rights – FAQs
What are my rights in a layoff?
Generally, layoff of career employees in the same layoff unit and same job classification occurs
in the inverse order of seniority. All University employees have certain rights in relation to layoff,
unless they are Managers and Senior Professionals in Salary Grades I and IX (MSP) or in the
Senior Management Program (SMG). Your rights may vary depending upon the union contract
or personnel policy that governs your position. These rights may include preference for
reemployment and recall to the job from which you are laid off. You may be eligible for
severance pay. To learn what you are eligible for, read the union contract or Personnel Policies
for Staff Members that covers your position, in the section(s) relating to layoff or reductions in
If you believe your layoff violates the union contract or personnel policy covering your position,
you may file a grievance (under union contracts) or a complaint (under Personnel Policies for
Staff Members). The grievance and complaint procedures are included in the union contracts
and in Personnel Policies for Staff Members.
What determines a layoff or reduction in time?
Indefinite layoffs and/or reductions in time for employees in career positions are implemented
when there is a lack of funds, lack of work, or lack of work due to reorganization.
Is reduction in time considered a layoff?
Yes. If a career employee’s time is involuntarily reduced, it is considered a layoff, and the
employee is entitled to layoff rights.
When can an employee be notified of layoff or reduction in time?
Employees should not be formally notified of their layoff or reduction in time until after Employee
& Labor Relations advises the department to proceed with the proposed layoff action. A
conformance letter is issued to the department. An employee is required to be notified thirty (30)
or sixty (60) days, depending on policy or contract, prior to the effective date of the layoff and
whether the layoff is temporary or indefinite. The period of notice is provided for by University
policy or your collective bargaining agreement.
How is seniority calculated?
Seniority is calculated by full-time equivalent months (or hours) of continuous University service
or by most recent date of hire in any job classification into a career position as provided for by
University policy or your collective bargaining agreement. Employment prior to a break in
service (separation from employment status) shall not be counted.
What is an out-of-seniority layoff?
In some situations, less senior employees (determined by amount of service with the University)
in the affected classification may be retained based upon special skills, knowledge or abilities
that are not possessed by other employees in the same classification and that are necessary to
maintain the operations of the department.
What is the difference between a right to recall and a right to preference for re-
An employee who has been laid off shall be recalled in order of seniority into any active and
vacant career position for which the employee is qualified, when the position is in the same
classification and the same department at the same or lesser percentage of time as the position
held at the time of layoff.
Preference for re-employment is generally applicable to any active and vacant career position in
all departments at the same campus, the same or lower salary grade, and at the same or lesser
percent of time, provided the employee is qualified for the position. An employee on layoff status
has preference for vacant career positions at UCSF. In order to activate preferential
consideration for UCSF job openings, it is necessary for an employee to contact the Preferential
Reemployment Coordinator at 476-2689 and submit a current resume to the Recruitment unit,
attention Preferential Reemployment Coordinator.
If an employee elects severance, does this affect the right to recall and preferential rehire
In most cases, employees may elect either severance or right to recall and preferential rehire
rights. An employee represented by UPTE who has five (5) or more years of service may elect
reduced severance and reduced preferential rehire and recall.
Is severance provided to laid off employees?
In general, an employee who has been laid off is eligible to receive severance pay. Refer to the
University policy or collective bargaining agreements to find out whether severance pay is
What types of jobs does preferential rehire cover? Do they need to be at the same level,
hours, salary, etc.?
Preferential rehire covers any open, vacant position for which you are qualified and which is at
the same salary or lower salary range maximum as your former position. If you are covered by a
bargaining unit, preferential rehire rights only apply to positions within that bargaining unit.
If I refuse a job offer, how will that affect my eligibility for recall and preferential rehire
Refusing a job offer while you are on preferential rehire or recall status may cause you to lose
your preferential rehire and recall rights. The number of refusals allowed varies by policy and
union contract, so you should check the contract or policy that governs your employment for
How many jobs can I apply for under preferential rehire?
You can apply for as many jobs as you wish, as long as they meet the eligibility requirements for
preferential rehire under the contract or policies that govern your employment and as long as
you meet the qualifications of the job.
If I accept a job off campus, do I still have preferential rehire rights?
If you accept a job off campus, you can still exercise your preferential rehire and recall rights
during your eligibility period. Be sure to verify your eligibility period with the Human Resources
Preferential Rehire Coordinator or Manager, Employment & Staffing Services.
How does the recall process work?
If the same position opens up at the same level as the one you formerly held, a department
representative will contact you. For that reason, it is important to keep your contact information
current with your former department.
Is there a trial period for jobs I accept through recall or preferential rehire and is this the
same as the standard probationary period?
Trial employment applies to preferential rehire, but not to recall. The difference between trial
employment and probation is that if you are released during trial employment, you are placed
back on layoff status without any loss of time towards your preferential rehire eligibility period.
Can I accept a temporary or limited position on campus while I'm eligible for preferential
You may be able to work in temporary assignments during this period, depending on your skills,
the type of assignments available, and other eligibility criteria, based on current policies and
How does the preferential rehire process work if several laid-off employees apply for the
If several employees apply for the same position under preferential rehire rights, the hiring
department will review the resumes in the order in which they were received.
Can I work on my resume and go to interviews during work time?
PPSM and many of the labor agreements (CUE, UPTE, and AFSCME) provide for reasonable
release time with pay for job interviews on campus (and comparable time for interviews on other
campuses). Talk to your supervisor about the possibility of working on your resume or doing
other job search activities that are not disruptive during work time.
If I apply for jobs, can other departments see my personnel file?
Yes. Other departments may review your personnel file before making a selection. It is a good
idea to request a review of your personnel file so you'll know what is in it and be better prepared
for job interviews. You want to be able to give your perspective on anything that is in your
personnel file, since the department may not review your personnel file until after the interview.
Generally, you are eligible for unemployment insurance if you are laid off. However, if you
choose to retire, you may NOT qualify. Contact your local Employee Development Department
(EDD) or look on the web at http://www.edd.ca.gov to file a claim and locate Unemployment
Insurance benefits information. Note: Eligibility for unemployment insurance is a decision
made by the State (EDD. This is NOT a University decision.
The EDD Unemployment Insurance booklet is located on the EDD website as follows:
1. Go to http://www.edd.ca.gov
2. Click on Forms & Publications in the left column under General Information.
3. Find Unemployment Insurance Publications and click on Forms and Publications in
4. Scroll down to the DE2320 publication, For Your Benefit-California's Programs for
the Unemployed, available in English, Spanish, Chinese, and Vietnamese.
Retirement Plan Options and Decisions*
If you are NOT "vested": If you have less than five years of University of California Retirement
Plan (UCRP) service credit, you are not eligible now or in the future for monthly retirement
income or a lump-sum cashout. However, you have the option to leave your UCRP contributions
on deposit with the University or take a distribution (subject to taxes based on IRS guidelines).
If you leave your contributions on record and later return to the University into an eligible
position, the years of service you have on record will be added to any new service you
establish. If you take a distribution now and later return to the University into an eligible
position, you will have the option to re-establish the service by ‘buying it back’. Please see the
Buyback Booklet for more details.
If you ARE "vested": If you have five or more years of UCRP service credit, you have the
option of becoming an inactive member (by leaving all UCRP/CAP contributions on deposit) or
starting monthly retirement income now (if you are at least age 50) or later. IF YOU ARE AGE
50 OR OVER, SEE BELOW FOR POSSIBLE RISKS INVOLVED IN POSTPONING
Benefits are based on a formula that includes your UCRP Service Credit, your Age Factor, and
your Highest Average Plan Compensation (HAPC), which is your highest average monthly
salary rate over any consecutive 36-month period.
Employee age 55 with 10 years of service credit and full-time monthly rate of $3,000
10 x .0180 (at age 55) = .18 (18%) of ($3,000/month) = $540/month
(If you are covered by Social Security, first subtract $133 from your HAPC.)
The plan also provides continuing income to eligible survivors, payment options to contingent
annuitants, disability, and death benefits. Instead of monthly retirement income, a lump-sum
cashout is also available; however a lump-sum cashout eliminates eligibility for Retiree
Insurance and conversion of sick leave into retirement service credit. To estimate current
and/or future UCRP benefits log into the ‘At Your Service Online’ website and select ‘Retirement
Estimates’. For questions, contact the UCSF Benefits Office at 415/476-1400.
If you are vested and are age 50 or over:
Retiree Insurance Program: If you retire within 120 days of your date of separation, you may
also be eligible for continued medical and dental insurance as a retiree. See the UC Retirement
Handbook (PDF) for eligibility requirements. For information on how to continue your insurance
coverage, refer to the Insurance Options section below. Your coverage must be continuous until
the retirement date (through COBRA or payroll).
WARNINGS: If you do NOT retire within 120 days of your date of separation, and do NOT
receive another benefits-eligible position at the University, you can still begin retirement
income later but you Will NOT BE ELIGIBLE for the Retiree Insurance Program. Also, if
you take a lump-sum cashout, you lose eligibility for the Retiree Insurance Program.
If you have a service credit buyback in process: You may not continue buyback payments.
However, you will receive proportional retirement service credit, or if the service credit is needed
for vesting, you can pay off your balance.
Agreements with other retirement systems: UCRP and the California Public Employees'
Retirement System (CalPERS) have a reciprocal agreement that provides continuity of benefits
for employees who change employers and transfer between the two retirement systems under
certain circumstances. Whether vested or not, if you obtain CalPERS-covered employment
within 180 days of leaving your UC position, you can elect reciprocity by becoming an inactive
member of UCRP and later retiring on the same day under both systems. The advantages are:
1) Combined service credit counts toward vesting in both systems (for example, two years in
one retirement system plus three years in the other makes you vested in both); and, 2) Your
highest salary will be used to calculate benefits in both systems. For more information, refer to
the UCRP/CalPERS Reciprocity Factsheet.
In addition, UCRP has a concurrent retirement agreement with the California State Teachers'
Retirement System Defined Benefit Program (CalSTRS). If you have questions on reciprocity
with CalPERS or concurrent retirement with CalSTRS, contact the UCSF Benefits Office at
415/476-1400. For more information, refer to the UCRP/CalSTRS Concurrent Retirement
UC Retirement Savings Program Options and Decisions
Defined Contribution Plan and Tax-Deferred 403(b) Plan: If your balance in each plan is at
least $2,000, you can leave it on deposit. Distributions paid directly to you are taxed as ordinary
income in the year it is received. Distributions are also subject to mandatory 20 percent federal
tax withholding unless you arrange to directly rollover the money to an IRA or another employer-
sponsored plan that accepts rollovers. Further, distributions taken before age 59-1/2 may be
subject to early distribution penalties. Exception: If you terminate employment at UC during or
after the year you turn age 55. For assistance, please call Fidelity Retirement Services at 1-866-
682-7787, press 0, Monday through Friday between 5:00 a.m. and 9:00 p.m., PT.
Outstanding Loan Tax-Deferred 403(b) Plan: Participants with a 403(b) Plan loan who retire,
and/or separate from UC employment must arrange for one of the following options with Fidelity
Retirement Services within 90 days of their last day on pay status:
make monthly payments; or
repay the outstanding loan amount in full
Generally, for any circumstance in which either a loan payment or outstanding balance is not
repaid when it is due or within 90 days, the loan will be considered in default. If the default is not
resolved within the 90-day period, the loan will be cancelled and any outstanding
balance will be reported to the IRS as a taxable distribution from the 403(b) Plan.
For more information please contact Fidelity Retirement Services at 1-866-682-7787, press 0,
Monday through Friday between 5:00 a.m. and 9:00 p.m., PT.
457(b) Deferred Compensation Plan: If your balance in this plan is at least $2,000, you can
leave it on deposit. Distributions paid directly to you are taxed as ordinary income in the year it
is received. Distributions are also subject to mandatory 20 percent federal tax withholding
unless you arrange to directly rollover the money to an IRA or another employer-sponsored plan
that accepts rollovers. There are no early distribution penalties except for amounts attributable
to rollovers into the Plan from a 403(b), 401(a), or 401(k) plan.
*Please note all references to University of California Retirement Plan are based on the current
plan documents which are under review by the Post Employment Benefits Task Force and may
be revised in the future subject to Regents’ decisions and state/federal laws.
Insurance Options and Decisions
General information about continuing your benefits after separation is outlined in the
Indefinite Layoff Benefits Checklist, included in this packet.
Coverage that can be continued under COBRA (Consolidated Omnibus Budget
Reconciliation Act - 1985): You and/or your eligible family members may be eligible to
continue your University-sponsored medical, dental, vision, and health FSA account under
COBRA continuation. CONEXIS, UC’s COBRA administrator, will send you a COBRA election
packet after you separate from the University. If the ARRA subsidy is in effect at the time of
your involuntary separation you may be eligible for reduced premium rates. This information will
be included in your packet. If you have questions please contact CONEXIS at 1-877-722-2667.
Note: All payments under COBRA, including those for HCRA, are with after-tax dollars; you
must apply within 60 days of receiving COBRA notice or layoff date, whichever is later.
Please note that claims for reimbursement for eligible FSA expenses (those incurred while
covered) must be filed before the claim submission deadline for the year.
Coverage that can be maintained for four months by paying, then converting if desired:
You may continue your Supplemental Life, Dependent Life, Accidental Death and
Dismemberment for up to four months after the month of your layoff begins. To make
arrangements, contact the UCSF Benefits Office at 415/476-1400.
Coverage that can be converted or carried over: When you leave UC employment or retire,
you can continue life insurance benefits. You have different options depending on the plan.
Basic or Core Life Insurance benefits can be converted to an individual Whole Life plan with
Prudential, UC's life insurance carrier.
Supplemental Life Insurance benefits can be converted to a whole life plan or carried over to
the Prudential Portability group term life plan. Group term life insurance plans have lower
premiums than individual whole life plans.
Dependent Life Insurance coverage also has both the portability and conversion options.
However, portability is available only if you also elect portability of your Supplemental Life
Coverage that stops: Group disability insurance, Business Travel Accident, and Workers'
Compensation coverage stops on your last day at work.
If You Return to UC Employment
Re-enrolling in benefits: If you are rehired into an eligible appointment within120 days,
enrollment is limited to previous plans and coverage. If you are rehired following a break of 120
days or more, your enrollment in any plans is treated like a newly eligible employee. For more
information, speak to your new HR Administrator.
If you obtain a Limited Appointment: If your limited appointment starts during your
preferential rehire period, remind your new department to code your employment records as a
UCRP member. Note: Insurance eligibility is based on your title code, percent of time, and
duration of appointment; however, if you have 1,000 eligible hours in the payroll system at the
time of rehire, you are immediately eligible for Full Benefits. To meet the ongoing eligibility
criteria and maintain your insurance benefits, you must maintain the minimum Average Paid
Time requirement of 17.5 hours per week.
If you return after retiring from the University: Reemployment of retired employees is subject
to the new UC Reemployment of Retired Employees Policy. If you are receiving monthly
retirement income and you are reappointed to University employment, you may elect to waive
your rights to additional UCRP benefit accruals, including service credit, during your
reemployment. You will be asked by your department to complete and submit the UCRP
Rehired Retiree Election Form. If you wish to discuss the election options, contact the UCSF
Benefits Unit at 415/476-1400. For guidelines on reemployment after Retirement, refer to
Returning to UC Employment After Retirement Factsheet (PDF).
If you have your insurances through the Retiree Insurance Program, you may continue to
receive these benefits in addition to your salary. However, if your temporary appointment
qualifies you for University-sponsored medical insurance, you will need to "opt out" of this
insurance since your insurance will be continuing as a retiree. If you return to career
employment or Full Benefits status, you will need to suspend your UCRP retirement income and
enroll in benefits as an employee. Note: If you return to work after retirement and you or a
family member(s) are eligible for Medicare, your retiree medical insurance benefits and
premiums may be affected, if your appointment is 43.75 percent time or more. For more
detailed information, see the Returning to UC Employment After Retirement Factsheet
If you became a UCRP member before January 1, 1990: If you obtain a UCRP-eligible
position through preferential rehire, OR within the preferential rehire period, ask the HR Benefits
Unit about documenting your UCRP records so that you retain eligibility for annuitant insurance
under the more generous pre-1990 rules, as long as you are enrolled in the insurance at the
time you retire.
When you are laid off and separated, all monies owed you by the University shall be paid to
you, including accumulated vacation leave (accrued and unused) earned through your last day
at work; or when your notice period ends. The vacation pay amount is minus standard payroll
deductions required by law and any that you may have self-elected.
Outplacement services are available for MSP and PSS employees only. These services include
current career information and tools to help you identify your best opportunity for re-
employment. You are encouraged to start use of these services as soon as possible following
your layoff notice date. These services have duration of three months and the program must be
started within 60 days of receipt of your layoff notice. If personal circumstances require
extended absence, you may temporarily place your program on hold as long as the cumulative
duration of your absence does not exceed the length of the program. In other words, the
program “on hold” cannot exceed three months.
To begin your outplacement services, call Lee Hecht Harrison toll free at 888-913-7366, ext 84.
Managing the Stress of Layoff and Unemployment
When a person's job ends involuntarily because of budget cuts, it's normal to feel a sense of
loss and the need to take some time to begin to heal. At least temporarily, you may have lost
many things, including your daily work, your work associations, a structure for your days,
financial security, and status. Even though your job loss is due to budget cuts and not your fault,
it is common to feel some loss of self-esteem, or that somehow you have failed, and it can be
hard to tell your friends and family.
Loss and the Grieving Process
Loss triggers a grieving process that may include the stages of shock and denial, anger,
resistance, sadness, and finally, acceptance:
Shock and denial: Even though you may have known for some time that the job would
end, it is still a shock when you get the actual message. It will take some time to absorb
the reality of the news.
Anger: You may feel anger toward yourself, your employer, and even your family--
thoughts like "How could they do this to me?" or "Why did I work so hard for them?"
Such thoughts and feelings are a normal part of the grief process.
Resistance: Sometimes you find yourself resisting the inevitability of the layoff, thinking:
"If I offer to reduce my hours or cut my pay, they will take me back." In time you will
become more realistic.
Sadness: It is normal to experience feelings of sadness and to want to withdraw after a
job loss. However, if your job search is extended or you have other predisposing factors,
you may become vulnerable to clinical depression. Getting professional help is critical as
depression can interfere with your energy and effectiveness in finding a job.
Acceptance: Finally, we all work through loss and grief in our own way and come to
accept what has happened and move on. You may cycle back and forth between stages.
Typically you will have good days and bad days as if you are on an emotional roller
coaster. Be patient with yourself and the process; eventually things will even out.
Ways to Manage the Stress of Job Loss
Give yourself time to adjust. Allow yourself some time to absorb what has happened--
to deal with the initial emotional reactions of yourself and significant others. Be open to
support from and discussions with those at work.
Don't be ashamed. The one good thing about all the jobs that have been lost in the last
decades is that there is very little if any stigma attached to losing your job due to
economic factors. It's not a matter of personal failure to lose one's job due to cutbacks.
Tell your family and friends as soon as possible. By opening up to those who care
about you, you will immediately gain support from the most important people in your life.
They may also be a source of job information.
Keep open communication with your significant others. Spouses, partners, and
children are also affected by your job loss. Give them permission to talk about their
reactions and concerns. Have a family meeting to discuss how the family will cope and
get everyone's ideas. Explain the economic forces that led to the job loss. Reassure
children that the family will work together to get through this time.
Think of the job loss as a temporary setback. The way we frame what happens to us
has everything to do with how we cope and move forward. Success in any endeavor
depends on how one views setbacks in life. This is a challenge, not a failure or the end
of the world. Don't compare yourself with others who have lost their job--everyone deals
with it differently. Think positively: "I can handle this one step at a time".
Join a job seeker's support group. No one can understand what you are going
through better than your peers. Often you can share thoughts and feelings in a support
group that you cannot share elsewhere. You will also get good advice and decrease any
sense of isolation.
Use every community and networking resource available. Now is not the time to try
to go it alone. Reach out and use everything that is offered to you by UCOP and the
community. A crisis like this gives you the opportunity and permission to get help.
Share your feelings with trusted family and friends. Admit to significant others and
your support system your feelings of anger, fear, frustration, and sadness. It will help you
regulate your actions and stay motivated. Keeping a written journal of how you feel and
what is happening can be a big release for your feelings.
Deal with your fears directly. One good way to reduce your anxiety is to clarify what
you are most afraid of and begin to work on a plan to address the fear--for example, the
worry that you will never find another job. To paraphrase the famous statement, the
biggest thing we have to fear is fear itself, and the way it paralyzes us and pulls us
Avoid negative people and ways of thinking. Spend time with people who are
confident in you and your future and who have worked through their own crises in a
positive manner. Talk to those who have constructive ideas and advice. Notice the
positive side of unemployment and enjoy it, such as more time for hobbies or family, no
Do what you can and accept what you cannot change. Remember the serenity
prayer: "Grant me the serenity to accept the things I cannot change, the courage to
change the things I can, and the wisdom to know the difference." Despite all your hard
work in searching for a job, many other factors will also determine when you find work.
Take care of your health. Sleep, exercise, relaxation, and good nutrition are more
important than ever during the stress of unemployment. Use the extra time to set up that
exercise program you never had time for when you were working so hard. Avoid the use
of drugs and alcohol to deal with stress. Take scheduled breaks from your job search
and allow time for fun.
Get professional help, when needed. If you are feeling very sad and in despair and it
does not improve over time and/or if you are feeling paralyzed by anxiety or your sleep is
consistently disturbed, get the help of a mental health professional. Unemployment can
lead to relationship problems; you may need the help of a couples or family counselor to
deal with the stress of unemployment
UCSF’s FSAP counselors are available to meet with employees who are experiencing the
personal and work related stress of layoffs. Call for a free, confidential appointment at 415-476-
Employee’s Separation Checklist
Date Completed Item
Change voice mail message to “out of office” referring business calls
Create E-mail away message with business referrals
Return Travel card
Notify employee of date that access and control for computers, including system
logon, and access to other databases and applications will end.
Return calling card
Employee ID returned
University Laptop returned
Return of any other university property (List other)
Plan to coordinate pick up or delivery of Final paycheck
Confirm receipt of COBRA rates for health care continuation
Cancel University cell phone and/or PDA (Treo, Blackberry) and/or DSL services.
Cancel parking permit and charges if applicable
Cancel BART/Transit payroll deduction if applicable
Complete, sign and leave current timesheet with supervisor
Verify current mailing address and telephone number(s)
Provide alternate contact information if applicable (during notice period)
Willingness to participate in exit interview (yes/no)
Plan to attend follow-up meeting with Human Resources (TBD)
Employee Benefits 415-476-1400 Phone
3333 California Street, Ste 330 415-476-2328 Fax
Faculty & Staff Assistance Program (FSAP) 415-476-8279 Phone
3333 California Street, Ste 293 415-476-6183 Fax
Contact your local Employee Development Department (EDD) or look on the web at
http://www.edd.ca.gov to file a claim and locate benefits information.
Preferential Re-employment Coordinator 415-476-2689 Phone