Summary of Proposed Rule for Reductions in Force
Current Language Proposed Language
Uses retention points to measure Uses continuous Miami University
seniority service to measure seniority.
Defines layoff jurisdictions as: (1) Oxford,
Academic Affairs (2) Oxford, Student
Affairs (3) Oxford, Finance & Business
Defines layoff jurisdictions as main Services (4) Oxford, IT Services (5)
campus and each regional campus. Oxford, University Advancement (6)
Oxford, President's Office (7)
Middletown Campus (8) Hamilton
Campus & VOA
Job abolishment: extra rights
include being able to be placed in a
vacancy, displace the least senior
Combines job abolishment with the
3 person in your classification, fill a
vacancy in a lower classification in
the classification series or displace
down in the classification series.
Adds temporary positions to the layoff
order and requires employees in
Layoff order does not include temporary positions be laid off before
temporary positions (FT is defined employees in permanent positions.
in another section of the ORC as a Defines full time to include benefit
40 hour employee) eligible employees (32 hours per week)
as well as employees on a nine (9), ten
(10) or eleven (11) month appointment.
Permits a laid off employee to
Laid off employees have displacement
5 displace into an immediately prior
rights within their classification series.
position if it was within 3 years .
Reinstatement rights would be for
There would be one reinstatement list.
the position in the layoff jurisdiction
Employees would have the option of
6 (Oxford, Middletown, or Hamilton
selecting employment in any layoff
campus). Recall would be to a
position on any of the campuses.
Order of reinstatement/recall: Permits the department to interview and
7 positions are filled by order on the select among the top 5 most senior
appropriate list employees on the reinstatement list.
ctions in Force
The proposed language is a modest
change for the benefit of employees. The
legal definition of retention points does
not cover periods of unpaid leave. By
changing the definition to continuous
service employees are not penalized for
taking periods of unpaid leave (i.e.
parental leave, FMLA).
Displacement would occur by classification
series within the layoff jurisdiction.
Employees would be protected in two
ways. Bumping is lessened and employees
would displace into positions in their
current area. (See #6 for more details)
Employees will benefit in a layoff situation
to "bump" into vacant positions prior to
displacing a co-worker. Extends job
abolishment rights to layoff situations.
The proposed language protects benefit
eligible employees by defining them as full
time employees for layoff purposes.
Additionally, the proposed language
makes it clear that temporary positions
will be reduced first.
This language helps to decrease the
displacement and uncertainty for
employees and departments. It also
makes the process more easily
Employees will be able select which
campuses for which they have
This language permits the hiring
department to interview employees and
select among the top 5. This also gives the
employee an opportunity to better
understand the department and the