Summary of Proposed Rule for Reductions in Force Current Language Proposed Language Uses retention points to measure Uses continuous Miami University 1 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) 2 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 layoff section. 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. 4 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 jurisdiction. 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 Rationale 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 understood. Employees will be able select which campuses for which they have reinstatement rights. 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 position.
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