Reduction in Force Guidelines and Procedures
- Adopted
- February 1, 1989
- Category(ies)
- Employment Policies
- Approval(s)
- Employee Relations: February 1, 1989
(1) Objectives
It is the policy of The Evergreen State College to treat all employees fairly and with compassion. The following guidelines and procedures are designed to permit a reduction in force (RIF) of the college, in the event that such action becomes necessary, while maintaining the college's academic goals and ideals, as set forth in the Faculty Handbook and Evergreen's governance documents.
(2) Guidelines
When a reduction in the workforce becomes unavoidable, the college will make every effort to provide ample time before notice is given to employees to terminate or shift their responsibilities. The following are college policies:
(a) Civil service employees have a minimum of three days in which to choose any available options in lieu of layoff, and a subsequent minimum of fifteen days before termination WAC 251-10;
(b) Exempt employees, while having no fixed period of notice, will be given the maximum feasible notice.
(c) Evergreen maintains a RIF termination list for a minimum of two years following a reduction in force. If during that time vacated positions are reestablished, priority in hiring for those positions shall be given to qualified persons on that list. Such persons shall be given thirty days to accept an offer of reemployment.
(3) Procedures
(a)If as a result of reduced enrollment or discontinuance of funded programs, a cut in appropriations causing a reduction in force becomes necessary throughout the college, the president asks the board of trustees to declare a state of "financial exigency."
(b)Following that declaration, the president shall form an advisory group to recommend a plan for reorganization and reduction. The group will include the vice-presidents; one representative from each of the following areas: the academic deans, the affirmative action office, the library, student services, controller's office, facilities, and employee relations office; a minimum of three representatives from each of the follow8ing areas: the faculty, the student body, and the classified staff in addition to any other representatives that the president deems necessary.
(c) Within legislative guidelines, the advisory group shall draft a funding plan for each budgetary unit and recommend an overall organizational structure within which the college's objectives may be maintained.
(d) After the draft plan is approved by the president, he or she will charge the vice-presidents with the responsibility for developing an operational plan within limits of current funds available. The operational plan shall identify specific functions and positions which may be reduced or eliminated. The vice-presidents will submit the plans, as revised and approved, to the advisory group for final consideration prior to its making specific recommendations to the president.
(e) The president, in consultation with the advisory group, will develop the final plan for the board of trustees' consideration.
(f) The advisory group will be charged with acting as a liaison between the trustees and the rest of the college community.
(4) A variety of alternatives shall be considered to minimize the termination of classified and exempt staff.
(a) Identifying those positions which might successfully function on an academic year, rather than a calendar year basis,
(b) Considering the redistribution of duties among positions, making maximum use of normal attrition,
(c)Permitting some employees to work half time with their supervisor's approval. (Classified employees cannot, by law, take a cut in salary as long as their duties and hours remain the same.)